Getting attention in a crowded recruiting market requires a clear pitch with an honest voice and many, many fewer adjectives than you might have imagined. Here’s a way to build your pitch.
Can’t find an exact match for your skill list? Go broad (include more skills) rather than shallow (reducing the required talent level). With pretty pictures! Don’t miss it.
Today Sam Altman, one of the Y Combinator partners, posted an article called How to Hire. There’s much to agree with in here, and a few points that I think are wrongheaded (mostly around the overused-and-underdefined phrase “culture fit”, and some assertions which are really just ageism), but the point that generated the most discussion […]
Life is too short to be stuck at a zombie startup – a company that’s not going anywhere at any speed. Here’s a plan for identifying companies worth avoiding (or leaving) while you find your Next Big Thing(TM).
Google Hangouts and Collabedit are the future – you can really interview folks remotely if you’re willing to do a little work ahead of time.
This last week, Rooster Park staff participated in Vittana‘s Geeks Give Back challenge. Vittana is a local organization with a global mission: to help raise people out of poverty by supporting their educational process through microloans. It’s an amazing team and mission, growing fast, with a >99.8% repayment rate from their students. I’m insanely pleased […]
We’re a sponsor of the TechStars Demo Day afterparty. Look forward to seeing you there!
So you’re thinking it’s time to leave Microsoft? Here’s how you can be prepared technically, so you aren’t surprised when you go off to interview (especially at startups).
Some accolades for us – which is always nice – and some information about our new location in South Lake Union.
Successful recruiting requires momentum, and you keep that momentum by making sure the recruiting process is synchronous – that each step isn’t complete until the next one is set up. You’ll reduce your lag time by 90% and improve candidate conversion.
When you’re bringing on a new recruiter (or you’re a recruiter bringing on a client), having some structure to that initial conversation can be helpful. Here are the four areas to cover when you start.
How do you let companies know you’re excited about the position, without coming across like a slobbering puppy or an above-it-all jerk? Here are some guardrails.