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Posted On 08 Jul 2012 By Contributor. Under: Uncategorized.
Editor's note: Hong Quan is a recruiter at Quantum Startups, which connects people with startups in Silicon Valley. He is also the founder of Prong Motors and designed a unique three-wheeled vehicle. He is also a Mentor-in-Residence at 500 Startups and for the Thiel Foundation's 20 Under 20 Fellowship. Recruiters suck! On this we can all agree. You don't need to set up a honeypot to know the majority are just lurking LinkedIn and spamming software engineers for their next lottery ticket. Most people think recruiting is about "hiring talent", but founders should be actually building a cult. Now that you've raised some money - Congrats! - the first thing your new bosses will ask is that you "grow the team". We've got the future to build! And it's gonna require a lot of bodies. And that's why you'll fail. Recruiting isn't about filing seats. By the time most founders think about recruiting - approximately 3-6 months after funding and not being able to hire anyone - it's too late. You need to create a solid recruiting process that reflects your unique personality and company culture, and one that’s scalable and repeatable. Oh, you’ve already been using external recruiters? Or you’ve got someone doing recruiting but not delivering results. Now you have to call in a specialist to fix everything wrong with your recruiting process, do what I call 'catch-up-recruiting' and that's a really rough road. I've done it. And it'll cost you more (time and money) for me to clean up someone else's mess.