It’s an extremely competitive market filled with hundreds of “hot startups” calling on all of the same candidates. The hiring pool for top tech talent is small. For every qualified candidate, there are myriad recruiters trying to snatch them up.

Create a proactive talent pipeline: Time is valuable. Given your time as a recruiter is very precious, don’t start your hiring project without having a well planner sourcing strategy. Here are the steps for you to get started to hire top talent.

Step -1: Launch your search

• Official kickoff call. Deep dive into your company details (product, metrics, culture) so the search team can be an extension of the team in the market.
• Create job description, candidate assessment criteria/scorecard, and internal interview process
• Choose the most relevant sourcing mediums and tap them first – Referral, Linkedin, or a specific job portal.
• They then identify a relevant market map of target companies to source candidates from

Step 2:  Active sourcing and presenting 

• Shortlist relevant candidates and do initial screening calls to pitch the company and assess the experience
• Qualify based on your assessment and create your active pool.
• Have atleast 8-10 active pool of candidates – keep them engaged and warm and follow the interview process.

Step 3: Close the Interview process ideally in 2 week’s time

• Create the best candidate experience throughout the interview process.
• Follow open communication with all the candidates and don’t keep them waiting.
• Move the selected candidates to the offer funnel and complete all the checks as early as possible.
• Offer ongoing advisory and monthly touchpoints with the offered candidates.

If you’re a start-up recruiter or a hiring manager facing hiring challenges, connect with us. We offer the best hiring solutions and our TAT for closing is less than 30 days.