Strive is proud to be a Co-Founder of The Launch Collective: A 350+ strong Community of Internal GTM Recruiters at SaaS Vendors and VCs.
As part of the Community, we run regular 'Lunch & Learn Sessions', which are open to all our members who want to learn more about a particular topic. Whilst there is a Community Host, these are open events for people to share ideas and learn from other!
One of our recent Sessions was held around the discussion point of 'Interview Process Revamp' - and this blog gives you a brief summary of some of the discussion points that arose.
Please reach out to a member of the team to gain access to the full Key Takeaways document!
We have captured below, a summary of session and some of the areas we will cover throughout this blog include:
- Interviewing
- Debriefing
- Keeping Candidates 'warm'
If you would like to join The Launch Collective, you can find out more information here!
Interviewing
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Talk what a quality hire looks like with HM (create an ideal candidate profile) - what do you need this person to do?
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Strong intake meeting and then a shared vision meeting - all interviewers on the panel would meet to talk about the goal and who they want to hire. Do they understand the role and need? Give them different competencies to ask.
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When interviewing, make sure to have competencies and make sure HMs score those individually and talk about those individual scores per competency.
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It was reiterated that prep calls can help increase pass-through rates and improve Candidate experience.
Debriefing
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During a debrief, have more Senior Leadership go last - so they don’t persuade others to change their thought process.
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At the start of a debrief, consider having people raise a number 1-4 or keep doing thumbs up or down.
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It's key that feedback is presented quickly to the Candidate to help provide a good experience.
Keeping a Candidate 'Warm' (between Offer Acceptance and Start Date)
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Send them a text before they start.
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Make sure the Hiring Manager checks in with the candidate – this should be very much a team effort.
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Consider buying them a gift – and making it more personalized (e.g. a gift for a pet).
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Send Learning material in advance to help them to learn and get acclimatised.
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Consider inviting the candidate to happy hour with team or to stop by the office.
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Remember it can be as simple as a touch point once a week.
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Adam Richardson
Co-Founder and Director
