Written By: admin | Posted On: 09-27-2023 |
Category:
Community
Have you ever thought about all the required time to hire one GTM person? Recruitment services are not a necessity when it comes to bringing new talent into your organization. However, the process of hiring top-notch individuals who can contribute significantly to your startup’s success is undeniably a time-consuming endeavour.
Startups, in particular, often find themselves caught in a whirlwind of tasks and responsibilities, racing against the clock to establish their presence in the market, secure funding, and develop their products or services.
In such a fast-paced environment, time becomes a precious commodity. Every moment counts, and dedicating substantial chunks of it to the intricate process of recruitment can seem like an extravagant luxury. Startups are renowned for their agility and ability to pivot quickly in response to market changes, and this agility hinges on the efficient allocation of resources, including time.
ππ’π¦π ππ¨ π‘π’π«π π¨π§π GTM pππ«π¬π¨π§
1 hour: Stakeholder search kick-off meeting
1 hour: Create GTM hiring process
3 hrs: Build a candidate profile, and scorecard,Β and create a compelling job advert
25 hrs: Sourcing relevant A-Player profiles (five hours per day for one week)
3 hrs: Filtering inbound applicants
6 hrs: 6 x one-hour initial screening interviews (allow scheduling time)
4 hrs: 4 comprehensive candidate reports for stakeholders
10 hrs: 5 Second round interviews
1 hour: Final round decision meeting
4 hrs: 3 final round interviews
3 hrs: Candidate comms through the process
2 hrs: Rejection emails/updates through the process
3 hrs: 3 Reference calls
2 hrs: Offer creation and presentation
The required time to hire one GTM person, basically, translates to roughly:
If youβre still thinking 8.5 working days aren’t that bad, try adding the practical aspect to the mix and ask yourself:
- Are you happy to lose a salesperson for 8.5 working days to make one hire? Or even lose a member of your engineering scrum team for an entire sprint while theyβre focusing on hiring someone?
- Can you really afford to take shortcuts when it comes to hiring while putting your sales on the line?
- Have you ensured that the people who are participating in the interview process are well-versed in screening and interview techniques, or are they ‘winging it?’
Finally, remember that when it comes to hiring you can take shortcuts, but the cost of a bad hire is one year’s salary, and the more shortcuts you make, the bigger the risk of a bad hire. On the other hand, you could wait until you have some more free time to start the hiring process, but not hiring carries a cost to growth or service quality.
Remember, hiring isn’t difficult but it’s a skill and a good hiring process takes time.
Thankfully, there is a solutionβ¦.
