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What are the specifics constraints of recruiting in rapidly growing startups?
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Background:
The first time I had to grad exams as university lecturer, I realized how wrong were all exams/homework I wrote as a student — because I didn't understand grader's expectations/requirements. I truly believed that if I had, as a student, the opportunity to experience what mattered — and what not — for the grader (i.e., to get into his/her head), I would have done better by tailoring my answers to his/her needs.
Problem:
Fast-forward: I am now applying for a job (namely full stack developer — but it doesn't matter as you'll see) in a rapidly growing startup. This startup is 3 years old, located in western Europe, works in a currently trending sector, has a about 20–30 employees (I guess), and recently raised a few million growth equity in Series A. The startup is hiring about 5 people into similar positions (some focusing rather on the front-end, the back-end, or data-analytics — but all fairly versatile), plus others for support functions. I may be quite under-skilled/experienced for the position(s) I am applying to.
I want to better understand their needs in recruitment — and especially focusing on their rapid growth "issue" (need to quickly hire a few people).
Question:
Beyond what an employer looks for every time in a candidate (matches the position and the company, is reliable, won't cause problem and will add value to the company, etc.), and beyond the specifics of the position (technical skills),
what are the specific requirements and constraints for a recruiter that are caused by the rapid growth of a startup?
recruitment startup
asked 6 mins ago
ebo
24136
add a comment |Â
up vote
0
down vote
favorite
Background:
The first time I had to grad exams as university lecturer, I realized how wrong were all exams/homework I wrote as a student — because I didn't understand grader's expectations/requirements. I truly believed that if I had, as a student, the opportunity to experience what mattered — and what not — for the grader (i.e., to get into his/her head), I would have done better by tailoring my answers to his/her needs.
Problem:
Fast-forward: I am now applying for a job (namely full stack developer — but it doesn't matter as you'll see) in a rapidly growing startup. This startup is 3 years old, located in western Europe, works in a currently trending sector, has a about 20–30 employees (I guess), and recently raised a few million growth equity in Series A. The startup is hiring about 5 people into similar positions (some focusing rather on the front-end, the back-end, or data-analytics — but all fairly versatile), plus others for support functions. I may be quite under-skilled/experienced for the position(s) I am applying to.
I want to better understand their needs in recruitment — and especially focusing on their rapid growth "issue" (need to quickly hire a few people).
Question:
Beyond what an employer looks for every time in a candidate (matches the position and the company, is reliable, won't cause problem and will add value to the company, etc.), and beyond the specifics of the position (technical skills),
what are the specific requirements and constraints for a recruiter that are caused by the rapid growth of a startup?
recruitment startup
asked 6 mins ago
ebo
24136
I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago
add a comment |Â
up vote
0
down vote
favorite
up vote
0
down vote
favorite
Background:
The first time I had to grad exams as university lecturer, I realized how wrong were all exams/homework I wrote as a student — because I didn't understand grader's expectations/requirements. I truly believed that if I had, as a student, the opportunity to experience what mattered — and what not — for the grader (i.e., to get into his/her head), I would have done better by tailoring my answers to his/her needs.
Problem:
Fast-forward: I am now applying for a job (namely full stack developer — but it doesn't matter as you'll see) in a rapidly growing startup. This startup is 3 years old, located in western Europe, works in a currently trending sector, has a about 20–30 employees (I guess), and recently raised a few million growth equity in Series A. The startup is hiring about 5 people into similar positions (some focusing rather on the front-end, the back-end, or data-analytics — but all fairly versatile), plus others for support functions. I may be quite under-skilled/experienced for the position(s) I am applying to.
I want to better understand their needs in recruitment — and especially focusing on their rapid growth "issue" (need to quickly hire a few people).
Question:
Beyond what an employer looks for every time in a candidate (matches the position and the company, is reliable, won't cause problem and will add value to the company, etc.), and beyond the specifics of the position (technical skills),
what are the specific requirements and constraints for a recruiter that are caused by the rapid growth of a startup?
recruitment startup
asked 6 mins ago
ebo
24136
Background:
The first time I had to grad exams as university lecturer, I realized how wrong were all exams/homework I wrote as a student — because I didn't understand grader's expectations/requirements. I truly believed that if I had, as a student, the opportunity to experience what mattered — and what not — for the grader (i.e., to get into his/her head), I would have done better by tailoring my answers to his/her needs.
Problem:
Fast-forward: I am now applying for a job (namely full stack developer — but it doesn't matter as you'll see) in a rapidly growing startup. This startup is 3 years old, located in western Europe, works in a currently trending sector, has a about 20–30 employees (I guess), and recently raised a few million growth equity in Series A. The startup is hiring about 5 people into similar positions (some focusing rather on the front-end, the back-end, or data-analytics — but all fairly versatile), plus others for support functions. I may be quite under-skilled/experienced for the position(s) I am applying to.
I want to better understand their needs in recruitment — and especially focusing on their rapid growth "issue" (need to quickly hire a few people).
Question:
Beyond what an employer looks for every time in a candidate (matches the position and the company, is reliable, won't cause problem and will add value to the company, etc.), and beyond the specifics of the position (technical skills),
what are the specific requirements and constraints for a recruiter that are caused by the rapid growth of a startup?
recruitment startup
recruitment startup
asked 6 mins ago
ebo
24136
asked 6 mins ago
ebo
24136
edited 1 min ago
asked 6 mins ago
ebo
24136
asked 6 mins ago
ebo
24136
asked 6 mins ago
ebo
24136
24136
I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago
add a comment |Â
I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago
I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago
add a comment |Â
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I am thinking of "immediate availability", "being operational from day 1", "limited time to recruit/select candidates", etc. But I'm looking for experience-based answers, rather than thought of.
– ebo
3 mins ago
By far your best bet here is to talk to the company. Different companies will look for different things.
– Philip Kendall
2 mins ago