u/ooog_raver

Actually, I'm asking cuz most of the early stage startups who're scaling don't have the seperate HR teams, hence most of the hiring is founder driven.

And, we work with few startups to help them in tech hiring, but I have observed that their hiring timeline are really messy or no timeline at all.

They tell me first that this is very urgent requirement, but then don't close the position for months, and they are even not able to take interviews of candidates.

So can someone with team size of 10 to 20 employees, can explain your hiring workflow.
Are you also slow or uncertain, or is it with my clients only?

I have been thinking about this, for a while.

And by every math, US market seems better.

Why? More money less hassle.

In India first of all there is no buyer mentality, people are extremely price sensitive and they don't want to buy anything at premium cost.

And also lesser people are welcoming to try new technology. Very high inertia and friction compared to US consumers.

But I'm still sticking to Indian market.

Cuz of instincts, and our believe that its worth solving for.

And a hard market today, can be defensible tomorrow.

I'll be happy if you could drop your experience and wisdom in comments. Cuz my opinion might not be an informed one, as I never explored US markets.

Hi everyone, I'm Shashwat co-founder of Splixon. We're a startup based in IIT Bombay. That helps startups in tech hiring using our developed tech.

We're already working with few startups, but I have understood that in this space, the faster you gain some trust and proof of work (testimonials and case studies) and network, the faster you can grow.

Hence, I'm trying to get my first 20 clients in next 30 days.
And for that we'll be working for them at a very minimal price, (Basically FREE, Just the cost of operation).

Hence if you're planning to hire for tech or marketing roles in india or remote (talent from india). You can support me in this misson, and we can support your company in hiring.

We are expecting just $200 from you for a sucessful hire, (completely outcome based), and that is like 1/10th of the market price.

Let's say you hire someone at $20k PA, then an agency like us will charge you atleast 10% of that, i.e. $2000

And unlike other, we'll find the best guy in the whole market with proof.
We do automated sourcing by scrapping the whole internet and then ranking the candidates based on fit and then outreach to top candidates and then interviewing all the intrested candidates to give you the best 5-6 profiles.

It might be sounding a lot of work, but we deliver under 7 days. And that is what seperates us from other agencies, who just send you few resumes from their database and charge you like 15% of the annual CTC, it's like fooling people.

We're helping more than 40 scaling startups hire for tech roles, and this is the exact workflow used to close positions within a week.

But before I get into the workflow, let me talk about one mistake I see almost every early-stage founder make.

That is of just posting the job post on job portals like LinkedIn, Naukari, Indeed, Wellfound. And then expect to get a right fit for them.

Job portals is always going to give you the worst candidates availaible in the market, and even if there's one right candidate, it's impossible to identify that among 100s of bad ones.

Beacause good talent is already employed and working well, and is not even opening naukari or LinkedIn job section.
Hence you have to identify them, reach out to them, pitch your startup, explain why the opportunity is worth considering, and then engage with them.

That's exactly what this workflow is designed to do.

This is the Complete workflow Automations we use to find best quality talents for our clients:

Step 1: Understand the requirement (WHY, WHAT, & WHO)

• First understand the requirement carefully, and make a plan what the hire is going to do in first few months. (If you don't have this you're not ready to hire)
• Imagine what an Ideal candidate would look like for the requirement.

Step 2: Search for the ideal candidate on LinkedIn, Using Sales navigator Or Recruiters filters.

• Mapout an itelligent boolean search which will give all possible relavent candidates for your requirement (The goal here is to not missout any possible candidate while minimising bad ones)
• Then use various filters like location, years of experience, job titels to filter out some candidates. (Here you should get around 3k to 8k search results if you have done right)

Step3: Now Scrape all the candidtes in the search result.

• Now this is a part where you might need some assistance if you're non technical, but it's not that tough.
• You can use various scrapping tools, and write some line of codes to Scrape the data of the candidates.
• Make sure to get the data of bio, about, work expeience and education atleast.
• We do a little advanced data collection, by also searching git hub directories and scrapping them, if they have portfolio website you can scrape it too. (Posts and comments are not recommended to scrape)

Step 4: Run an AI model on each candidate one by one to evaluate them.

• Since you have got around 5k candidates and now we need to filter candidates intelligently
• Hence create a simple prompt based model, using any LLM (we use claude). that evaluate candidates data and provides a score on their relavance to the job
• Make sure to tell the model that some candidates might have not written that much on linkedIn so give more weightage to work expeirence details and understand it intelligently.

Step 5: Now Reachout to top 300 to 800 profiles given by model, on LinkedIn

• Here the number depends on your capacity, (Number of profile you have subscriptions you have)
• Send connection request with a good connection note explaining your requirement and startup. Using LinkedIn Automation tools or Manually.
• We have built our own tool, but you can use tools like heyreach and connect few LinkedIn profiles (of your co-founders or your team mates) with that tool.
• Bonus ---> We also use apollo to enrich emails, and also send mails to these candidates.

Step 6: Engage with the intrested candidates

• The general conversion rate is around 10 to 15%, if you have done everything will it can go up to 25% too.
• Hence if you have sent to just 300 folks, you will get alteast around 30 to 45 resumes. And I guarantee that all these candidates will be of very high quality. 10000x better than job postings.

Step 7: Now Screen the Intrested candidates to find the best ones for final rounds of Interviews.

• We use our AI interviews or Human Interview team to team to interview all the intrested candidates. If you can do it, it's a very effective way to screen.
• Or you can first have a phone call with all of them, make sure salary and other things alligns. (It might be a lot of work), and tell a tech guy to screen fit ones
• Your goal is to find best 6 to 8 candidates for final rounds of interviews.
• Bonus ---> At early stage cultural fit is very important hence it's very important to have 5-6 really good fit so that you don't have to compromise on culture.

The cost of tools and APIs should not be more than $100

This was the complete workflow.I hope you found value from it and well equipped to execute it.

But if you think this is a lot of work and you don't have that much time, and also you don't want to compromise on hiring too.

You can DM me, to discuss further.

Thanks for Reading

Regards,

Shashwat Pranav

Co-founder, Splixon