Recruiting for an iot start up (00000003)

Recruiting for an IOT Start Up

Bill McCabeSoftNet Search PartnersFebruary 3, 2016

What type of person will you need?

How will you recruit them?

How will you recruit them?

•I am a recruiter 4 the IOT•Start ups require a specific set of steps•Today we will go over some specific steps•I am a volunteer resource to you

The hardest part?

“The hardest part of growing a blossoming startup beyond infancy is recruiting talent. The right team can take your venture to new heights whereas the wrong one can push it off a cliff.”

– Scott Gerber, founder, The Young Entrepreneur Council

Recruiting Basics 1. Hiring is the most important thing 2. Always be recruiting3. Do not do what everyone else does4. Get creative – promote brand/contests/etc 5. Use your network extensively6. Work on your value proposition – why someone would come to

work here – culture 7. Get the word out – social media, video, blog, website, events,

networking8. Carefully plan the candidate experience/ think outside of the

box/ followup/9. Determine criteria for a “Good fit”10. Involve various people in company for company culture11.

– Jeff Waldman, Head of Talent/ Security Compass

Our work today

Identify skill sets

Create “hiring matrix”

Five step recruitment process for IOT Start

Ups

IOT Skillsets Product Development/R&D Enterprise-wide IT project management

experience Sales and Marketing Automation/Cloud Big Data Management/Analytics Data Security/Governance Compliance/Regulatory MBA-level business knowledge PhD or Masters- level knowledge in “new

school” biz IT Leadership/Teambuilding

Take a Minute- Start Up Org

CEO/Director of ITProduct/R&D

Infrastructure- includes

fulfillment/delivery

Internal/External infrastructure

Digital Innovation Team- cross functional

Sales/Marketing/Partners

Security/Governance/Compliance

C-Suite Needs

Resources for building your upper management bench – CIO/CFO/CTO/CEO

No such thing as a “non-IT” hire for these positions in IOT Start Ups

What your investors/partners want to see Fortune 500 creds – even if you can only afford

middle-to-upper managers as placements- YOU can be their promotion to C Suite

Small to medium business (SMB) leadership/success

Take a Minute- Your Matrix

Functional IT

Product Level –support and

storageInfrastructure

Product support

External IT (Sales and Marketing)

Big data analysisMarketing

automation

Channel/Partner/Market Outreach

support

Innovations IT

Product levelBusiness model

CIO-level

New business opportunities

Recruitment- 5 steps

Build your matrixHit up your networkUse social mediaBuy or create “plug and play” HR process (with documents) – see three minimal slides laterCreate “flywheel recruitment”

Documents- Three minimalEmployee Offer Letters

The primary purpose of an offer letter is to ensure that the employee and the employer are on the same page about the position the employee has been offered and the responsibilities and benefits that come with it.

One common area of confusion is whether you should use an offer letter or an employment agreement. The key differences are that employment agreements tend to be much more detailed and are used when hiring an employee for a set period of time. In practice, employment agreements are typically only used with CEOs or other high-level executives.

Here's a list of the key topics covered by a good one:-        the position the employee is being hired for, including a description of his/her duties;-        the employee's salary, bonuses (if applicable), and a brief description of the benefits

he/she will be eligible for;-        if the employee is receiving equity, some basic information about the grant, including

the number of shares and the vesting terms;-        a reference to the NDA and Assignment of Invention the employee will be required to

sign (more on this below);-        a reference to the Form I-9 the employee will have to fill out to verify his/her eligibility

to work in the U.S.;-        a provision that makes clear that the employer-employee relationship will be at-will,

which means that either the employer or employee can terminate the relationship at any time and for any reason; and

-        other general contractual language. –www.legalhero.com

Non disclosure

NDA and Assignment of InventionNDA stands for non-disclosure agreement and refers to a restriction on the employee's ability to disclose sensitive information about the employer during or after his/her employment with the company.

The NDA and Assignment of Invention also typically includes non-solicit and non-compete provisions.

- Legal Hero.com

Stock options Stock Option GrantIf the employee is receiving equity in the company, then, along with the offer letter and NDA and Assignment of Invention, you should also present him or

her with a stock option grant (or the equivalent document if you're issuing restricted stock). The grant will detail the key terms of the stock options being provided to the employee, including:

-        the number of shares;-        the exercise price;-        the expiration date;-        the vesting schedule and start date;-        the procedures the employee must follow in order to exercise

the options; and-        what happens to the options if the employee leaves the

company

Use social media as key network

Social Media Recruiting Basics1. Linkedin Optimize Your personal profile – use contact information and a

clear CTA

Company Page - promote company/ create brand

Linkedin Groups – join and be active

Linkedin Pulse – Publish updates/ articles of Interest to your target market

Social Media Recruiting Basics2. Twitter Optimize your twitter profile/ add interests etc.

Research and follow key people in your area.

Tweet/promote your brand and share updates

Social Media Recruiting Basics3. Google+ Optimize your profile/

Company Page / share updates and promote brand

Join communities/ share information

Social Media Recruiting Basics5. Personal Website

Mobile Friendly/ list open positions/

Keep your openings page up to date

Have a clear CTA and easy apply button

8 Steps to Use Social Media1. Achieve Expert StatusUse social media to help build a strong brand and then let the top talent come to you. The ideal

situation is to have others wanting to work with you, whatever the conditions, so by simply being great at what you do and building your brand around that, you shouldn't have any trouble drawing in top talent (then make them happy they contacted you!).

—Colin Wright, Exile Lifestyle2. Tweet with HashtagsWhen promoting any new openings at your startup, tweet out with special hashtags for #hiring,

#startupjobs and whatever industry or trade you're hiring from to get the attention of the right candidates.

—Danny Wong, Blank Label Group, Inc.3. Twitter Is Your Best FriendScout for startup talent using Twitter search with hashtags and terms relevant to your industry.

Compile a list of potential candidates and evaluate their Twitter activity by looking at their number of followers as well as the quality of their tweets. Use Follower Wonk's "Compare whom they follow" to compare candidates with industry leaders and look at shared connections and "Wonk Score".

—Andrew Saladino, RTA Kitchen Cabinets4. Pick the Folks You WantWhen you're still early in the startup process, you have to make sure that you've got the right

team. That means knowing as much as possible before even suggesting that you're looking ... social media makes it easy to find out all sorts of [information].

—Thursday Bram, Hyper Modern Consulting

8 Steps to Use Social Media- continued5. Have a ContestChoose an important trait you're looking for and host a contest via social media. Get creative with

submissions and guidelines. Share the contest with influencers and hubs and invite them to send talent your way.

—Lisa Nicole Bell, Inspired Life Media Group6. Get a ReferralReferrals are the lifeblood of many a business. It works the same when it comes to recruitment

via social media. Ask your Twitter, Facebook and LinkedIn contacts for solid leads for the new position in your company. By having someone come pre-qualified, you end up with (usually) a better candidate and someone whom you can trust.

—Erin Blaskie, BSETC7. Listen, Converse and EngageBesides LinkedIn being amazing for recruiting startup talent, I’d say monitoring job trends on

Twitter and keeping your job board updated is also a great pull strategy. If you have a current job board and are sending your opportunities through your social media channels, then your message will be heard and re-posted in all the right areas.

Ryan Holmes, HootSuite8. YouTube Your VisionYou have to get people to believe in your story. Especially when you're in startup mode. So record

a short video where you describe your vision, progress and motivations. Help prospective talent connect with your deeper story. What's the next chapter they can help to create? Share that video across social media.

—Michael Margolis, Get Storied

Take a Minute- Networks

Incubator

• Associations, VC orgs• Market to them! Good comms, well done, personal

General IT/Digital Business

• Digital networking counts• Friends of friends who work in this space• Your recruiter connections in senior executive

functions

Personal/

Professional

• Everywhere you have been (work, etc)• Everyone you have ever met

Next steps, questions