Job-Hunt Intelligence - Landing a Job with a Startup

Published: Tue, 04/11/17

Job-Hunt Intelligence

By Neil Patrick

When it comes to getting hired by a startup, almost everything you know about job search is probably wrong. And the major difference is that this is a hunting expedition, not target practice.

You will almost never get hired by a startup by applying to a job posting. You will get hired if you know the right people already.

In my time, I’ve hired dozens of people for startups that I’ve been involved with. But it’s hard. Startups rarely have the time or money to recruit people in the same way established businesses can and do.

How Startups Hire

My experience reveals what you need to know about how to get hired by a startup.

1. Don't expect the usual recruiting process

When I was hiring for startups, I always had the same problem. The people I knew and wanted were not always available. And I quickly ran out of people I knew that I could call.

However, one person’s problem is another person’s opportunity. Despite having publicity about our business in the local media, hardly anyone would reach out to us. Those who did had a very high chance of getting hired because we were in a hurry, and we didn’t have time to mess about with the sort of protracted procedures that big HR teams use.

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By Neil Patrick

If you read Part One here, you’ll have discovered some ways you can get onto the radar of startups with a view to being hired by one. If you have followed these steps, you will now have some contacts within the startup community.

This post provides interview tips on how to succeed in being hired by a startup. This is a significantly different process to normal job hirings. Here I’ll explain why and how to present yourself in a way which appeals to startups.

How Startups Find Job Candidates

While your personal network is your trump card, startups do still advertise on job boards. But they are selective.

They often use technology focused sites like Stack Overflow. Many also post on local university career boards.

Nonetheless, research with startups shows that most feel the best hires come from personal networks or career fairs not job boards. Startups seldom use recruiters and some even report bad experiences with them (usually because just like the candidates I’ve interviewed, they didn’t recognize how startups are different to mature businesses).

 

Understanding Startups​​​​​​​

By Neil Patrick

All startups are not the same. In this post, we’ll take a look at how to decide what sort of startup you are dealing with. This is key to accurately assessing the risk and rewards you are potentially signing up for.

What Is a Startup Anyway?

In everyday parlance, a startup can be any business in the early days of its existence. But this definition obscures understanding which startups are a good choice to join and which are not.

The U.S. Small Business Administration describes a startup as a "business that is typically technology oriented and has high growth potential."

Paul Graham states that "a startup is a company designed to grow fast. Being newly founded does not in itself make a company a startup. Nor is it necessary for a startup to work on technology, or take venture funding, or have some sort of 'exit.' The only essential thing is growth. Everything else we associate with startups follows from growth."

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Editor’s Choice

Many job seekers measure their job search productivity by how many resumes they send out for potential jobs, believing that - if they only get their resume to enough potential employers - someone will surely hire them. In their quest for sending out their daily or weekly quota, however, the quality of the fit of the targeted positions becomes a secondary consideration for the job seekers. Recruiter Harry Urschel explains what does work today to land a job.
Most job seekers don't think about the process from the employers perspective... understandably so. Job seekers are focused on looking for good opportunities and presenting themselves in the best way they can to get that coveted job offer. But thinking about what is happening to the person on the other side of the table, the interviewer's perspective, can be extremely important. Recruiter Harry Urschel explains how to make a memorable impression in your next job interview, even if you are the 4th (of 6) candidates being interviewed that day. 
Follow up, after an introductory phone call, after sending your resume, or after an interview can have a great impact on whether you are selected for the next steps in the hiring process, and in getting the job. It's one of the things job seekers often seek advice about, and one that many don't do very well. Harry offers tips for overcoming the typical reasons for not following up.
 

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