From Voodoo Hiring to Recruitment Best Practices

Summary

• Introduction
• part 1: Buying Time or Buying Skills?
• part 2: Building Your 18-month Organization Chart Target
• part 3: Drafting a Rock-Solid Score Card
• part 4: Sourcing A players
• part 5: Interviews That Pick The Best Candidates
• part 6: Taking Up Genuine References
• part 7: Closing The Candidate You Want

Introduction

Since the very beginning of Kerala Ventures, our will has always been to bring a unique and strong value proposition to early-stage founders. To draw this value proposition, we did what any entrepreneur would have done: talk to our clients. So at the end of every board meeting, we asked our founders: “what topics can Kerala take from your plate to help you accelerate?”

Recruitment was systematically in their 3 main concerns.

This is not surprising as we all know it’s one of the 4 pillars of every business (Vision / Recruitment / Management / Cash).

Doing the right thing, doing it right and having enough cash to do it.

So we decided to create a unique value proposition to help founders source, interview and close the best team players.

After 1,000+ interviews & ~100 recruitments executed for our portfolio companies over the past years, we wanted to take a few steps back to share the methodologies Kerala developed.

👉 You can reach me at marc@kerala.vc if you want to enrich this guide and/or share your feedback with us.

👉 You can use the invitation code STOPVOODOO to join the first20.club: a private group of startups which receive 2 exclusive Kerala-sourced candidates per week.

Have a good read :)

From Voodoo Hiring to Recruitment Best Practices:

• Introduction
• part 1: Buying Time or Buying Skills?
• part 2: Building Your 18-month Organization Chart Target
• part 3: Drafting a Rock-Solid Score Card
• part 4: Sourcing A players
• part 5: Interviews That Pick The Best Candidates
• part 6: Taking Up Genuine References
• part 7: Closing The Candidate You Want