Recruiting at the Speed of Startups
CEOs and Founders make split-second decisions, dozens of them every day, based on years of experience - both good and bad.
They must be productive, each day, each week. If the work doesn't get done today, that can trigger an undesired domino effect for the rest of the week… And one bad week can sabotage a month.
So when Founders and CEOs need to make critical hires, why do they settle for the old, "give us some time, and we'll reach out to our network of candidates" line from their recruiting partners?
Why? Because that's what they've come to expect.
They're conditioned to expect one of two things:
1. The recruiters who work recklessly fast aren't very good.
2. And the rich ones in high-rise NYC corner offices, while incredibly slow, seem to be successful...so, they bet on good and slow. Some of them will tell you the "research" phase will take up to two months. For a startup, two months is a significant period of time (think dog years, compared to life at a Fortune 500). And what about when your company needs to pivot in the middle of the search project? The juice is running, the board members are expecting results and they're tapping their feet. Time is of the essence but now these slow recruiters have to start over. Reset the clock. Ouch.
So you choose the lesser of two evils, right?
We get it.
But - there's another way.
Imagine a firm that understood your unique space, understood the intangibles needed to thrive (not just survive) at an early-stage startup, and even went the extra mile when screening candidates to eliminate those "waste of time" interviews we all dread.
You'd need a recruiting partner more suited to finding utility-player team members - the folks who know the "job description" is merely a guideline. Creative compensation plans, creative work hours - get as creative as you like - as long as the work gets done the right way.
At Summit Search Consultants, we have a track record of producing amazing startup-focused talent in days - not weeks or months. As a Founder or CEO, you ask all of your partners to work with a sense of urgency, while never sacrificing quality.
Maybe it's time you asked that of your talent acquisition partner as well?