#ghOPEN
How to Win at Being a Pioneer: Talent-Making at Weedmaps
LIZZIE CLARK
Lead Recruiter, EngineeringWeedmaps
Head of TalentWeedmaps
CORY EUSTICE
Who is Weedmaps?
We are an end-to-end SaaS and data company that runs across the full cannabis supply chain, from seed to sale.
We provide a suite of products that are ultimately the arteries, veins, and circulatory system for commerce and purchasing in the cannabis industry.
Who Are We?
CORY EUSTICELIZZIE CLARKLead Recruiter, Engineering
Proud Midwesterner
Mom to be
Head of Talent
Proud Midwesterner
Already a dad
Before We Dive In
You may be thinking throughout this…
Level Setting
Foundational
Talent-Driven
Transactional
Non-sustainable
Scaleable
Partnership-Driven
Relational
Sustainable
WHERE WE AREWHERE WE WERE
Where We Were
No objective baseline for candidates
All hiring driven by Talent
Offer acceptance rate of roughly 70% across all roles
What We Heard
“ Talent is a black box- STAKEHOLDER
I don’t get why they don’t want to work here- RECRUITING
I have no idea where candidates come from- STAKEHOLDER
Engineering seems to hire well, but we don’t get any love- STAKEHOLDER
We can’t compete with ABC Company- RECRUITING
Where We Are
Hiring Manager and Talent partnership
Offer acceptance rate of 90.8% across all roles; 93% in Engineering/IT
First Thing...
What should candidates think?
Scalable and Defined
DEFINEPLUG AND PLAY
DEFINE AGAIN
Objective Baseline
“Can I hire the first person I meet?”
People
Hire the Person
Ask for feedback
Don’t be afraid of the truth
Launched
We were ready to go
Going Rogue
Some things worked...others didn’t
Being a Pioneer
Leading an emerging market
Manager/Talent Partnership
Scale yourself!
The Wrap
You will fail