Startups are different to established firms - different rules apply. Is there a generic "startup culture"? What warning signals should we look for in candidates? What makes startups more difficult to hire? Who should we filter out?

1. @james_mayes
© Exolite Ltd

2.  Recruitment since 1996 (Agency, RPO, Consulting, Tech
build, marketing, branding, change project management)
 1x Founder, 1x Co-Founder, 1x early stage hire
 Consultant
 Staffing issues for Product teams
 Product/market fit for recruitment startups
 Event speaker
 Social recruiting
 Talent/technology future trends
My Background

3.  Thematic similarities, not generic startup culture
 Games tables, beer fridge, changing the world,
transparency
 Understand drivers to change
 Passion, committee, technology mandates
 Risk mitigation
 Notice periods, funding, stability
Culture

4.  Knowledge sharing, small teams
 Invention and innovation
 Adoption of new tech
 Full lifecycle
 Cashflow
 Marketing & Sales
 Hiring
 CusDev & Support
 Supply chain
 Nobody has one job – if you ask about it, you bought it
Learning & Personal Growth
(c) Exolite Ltd

5.  Loners
 Team beers, sports events – but beware diversity
 Risk averse
 A blog? Wide travel? Decade-job?
 Dead wood, corporate hide n seek
 Worked on, not delivered
 Luddites
 New social sites? Handset choice?
Filtering out
(c) Exolite Ltd

6.  Your CEO is your biggest strength… and weakness
 Productivity of A-Players
 Stability and pensions
 Artificial salary bubbles
Barriers
(c) Exolite Ltd

7.  Showing the People > Pushing the Brand
 Telling the Story > Selling the job
 Practitioners > Recruiters
 New tools sucking out event data
 Attendee lists
 Full social profiles
 Number of contact points
 RoI per event
 Impact on social connections as a result of each event
Event Recruiting