Sharing the Workload

Sharing the Workload

Each time you recruit somebody, designate somebody the hiring manager.

The hiring manager ‘owns’ that role: she’s the point person for all things related to filling that role.

A hiring manager’s responsibilities are:

  • Drafting the job description
  • Finding candidates
  • Reviewing applications and CVs
  • Meeting all the candidates
  • Ensuring candidates have good feedback
  • Organising on-boarding and ensuring the new hire gets a great introduction to the company

The hiring manager doesn’t have be an actual manager – but it should be the person closest to the role. So if you’re hiring an iOS engineer, your iOS lead should be the hiring manager.

The hiring manager is responsible for answering questions like:

  • What will this person add to the company’s existing skill set?
  • How will this role fit within your team structure? Who will this person report to?
  • What impact will this have on existing team members?
  • What is the job title (and does the job title matter?)
  • What skills and attributes are necessary for this role?
  • What does a “good fit” look like? What does an “amazing” candidate look like?

That said, recruitment is everyone’s job in a start-up.

Every person that your team meets is a potential candidate, and everyone is responsible for finding and attracting top talent.

Recruiting for your company should be a positive, enjoyable experience. It’s a brilliant opportunity to meet people who share your passions and interests. It’s also a great way to learn more about yourself, your team and your company.

Your attitude towards the search, process and on-boarding will come across when you meet candidates. It’s important because candidates often decide to join or not join a company based on how they found the people they met they met. People want to work with people they can learn from and share experiences with. Often, this is more important to candidates than what salary they’ll get.

Great recruiting creates a virtuous circle. The better the people you have, the more likely your team is to recruit their best contacts as referrals. Conversely, if the bar drops, your team will worry that those subpar hires reflect on them, and will be less likely to help recruit future teammates.

Remember that recruiting takes practice. The more you recruit and interview, the better you will become at it.