YC
Building an Engineering Team by Ammon Bartram and Harj Taggar
@ Y Combinator
09/26/18
Takeaways
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Harj Taggar
09/26/18
@ Y Combinator
As you build your company, focus on bringing in the right engineering team to ensure your success.
HT
Harj Taggar
09/26/18
@ Y Combinator
After graduating from Y Combinator, the number one problem for startups is hiring engineers.
HT
Harj Taggar
09/26/18
@ Y Combinator
Hiring is a painful process that takes a lot of time and can feel like a low priority for founders, but neglecting it can hinder your startup's growth.
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Harj Taggar
09/26/18
@ Y Combinator
When hiring, think of the process as a funnel with three parts: sourcing, screening, and closing.
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Harj Taggar
09/26/18
@ Y Combinator
Personal networks are the best place to hire engineers, especially for early-stage startups, as you can assess both skills and compatibility more effectively.
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Harj Taggar
09/26/18
@ Y Combinator
Many founders fail to leverage their personal networks effectively due to fear of rejection or not having a structured process.
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Harj Taggar
09/26/18
@ Y Combinator
Make a list of every good engineer you know, regardless of their current availability, and reach out to them to discuss potential opportunities.
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Harj Taggar
09/26/18
@ Y Combinator
Hiring marketplaces have become popular as traditional hiring methods have become less effective, allowing for quicker hires.
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Harj Taggar
09/26/18
@ Y Combinator
When using hiring marketplaces, be proactive in reaching out to candidates, as demand for good engineering talent exceeds supply.
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Harj Taggar
09/26/18
@ Y Combinator
Job boards can be a source for hiring, but they often lead to a high volume of unqualified applicants, making the screening process time-consuming.
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Harj Taggar
09/26/18
@ Y Combinator
To maximize the effectiveness of job postings, make them unique and interesting, reflecting your startup's culture and mission.
HT
Harj Taggar
09/26/18
@ Y Combinator
In-person meetups can be less effective for hiring, as attendees often prioritize socializing over job searching, but they can still help build a network.
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Harj Taggar
09/26/18
@ Y Combinator
Consider hiring a technical recruiter only after you've made your first hire, as understanding the hiring process yourself is crucial.
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Harj Taggar
09/26/18
@ Y Combinator
If you're spending more than 50% of your time on sourcing candidates, it's time to consider bringing in help, such as a recruiter.
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Harj Taggar
09/26/18
@ Y Combinator
Start with a contract recruiter focused on sourcing, then transition to a full-time in-house recruiter as your needs grow.
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Harj Taggar
09/26/18
@ Y Combinator
As a startup founder, prioritize exhausting your personal network before exploring hiring marketplaces, and treat job boards and meetups as a background process.
AB
Ammon Bartram
09/26/18
@ Y Combinator
To screen and evaluate engineers effectively, leverage your experience and insights gained from interviewing candidates.
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Harj Taggar
09/26/18
@ Y Combinator
I have access to a unique dataset that shows how the same candidate performs across multiple companies, which provides valuable insights for hiring.
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Harj Taggar
09/26/18
@ Y Combinator
Most tech companies follow a standardized hiring process, which includes resume screening, recruiter calls, technical phone screens, take-home projects, and on-site interviews.
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Harj Taggar
09/26/18
@ Y Combinator
Companies typically make offers to only 2-8% of all engineers who apply, with significant variation in where candidates drop off in the hiring process.
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Harj Taggar
09/26/18
@ Y Combinator
The top few percent of programmers receive job offers after most interviews, while the majority receive offers after only 15-30% of their interviews.
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Harj Taggar
09/26/18
@ Y Combinator
No engineer passes all their interviews, highlighting the inconsistency and noise in the interview process.
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Harj Taggar
09/26/18
@ Y Combinator
To reduce noise in interviews, it's crucial to define what skills matter for your company, as interviewers may fail candidates based on irrelevant criteria.
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Harj Taggar
09/26/18
@ Y Combinator
Using structured interviews, where defined criteria are established for evaluating candidates, leads to more accurate hiring decisions than unstructured interviews.
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Harj Taggar
09/26/18
@ Y Combinator
Avoiding bias from credentials during interviews can help identify skilled programmers who may lack traditional qualifications, which is advantageous for startups.
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Harj Taggar
09/26/18
@ Y Combinator
Be aware of the false negative rate in interviews, as many candidates who fail may still be capable of performing well in the job. You want to provide a positive experience for candidates during the interview process, regardless of the company's size.
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Harj Taggar
09/26/18
@ Y Combinator
Interviewers should focus on the maximum skill a candidate brings rather than their average or minimum skill, as everyone can look unqualified at times.
HT
Harj Taggar
09/26/18
@ Y Combinator
It's important to consider the candidate experience during interviews, as a positive experience increases the likelihood of accepting an offer and improves performance.
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Harj Taggar
09/26/18
@ Y Combinator
In early-stage startups, it's important to run structured interviews even if you can't standardize the process due to the small number of candidates.
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Harj Taggar
09/26/18
@ Y Combinator
If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.
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Harj Taggar
09/26/18
@ Y Combinator
For early hires, prioritize productivity and ownership over code quality, as getting things done quickly is crucial in the startup phase.
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Harj Taggar
09/26/18
@ Y Combinator
When hiring for a role outside your expertise, ask candidates to explain their answers to gauge their understanding and communication skills.
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Harj Taggar
09/26/18
@ Y Combinator
Train your interviewers to have a good bedside manner, as candidates often cite poor interviewer behavior as a reason for bad interview experiences.
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Harj Taggar
09/26/18
@ Y Combinator
Be prepared to discuss your company culture in detail, as candidates increasingly want to know what it's like to work at your startup.
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Harj Taggar
09/26/18
@ Y Combinator
When describing your culture, avoid generic terms like 'open' and 'collaborative' and instead discuss the trade-offs involved in your culture.
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Harj Taggar
09/26/18
@ Y Combinator
Involve your team and investors in the hiring process after making an offer to help close candidates who may be hesitant about leaving larger companies.
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Harj Taggar
09/26/18
@ Y Combinator
Present full and transparent offers to candidates, including all compensation details, to avoid creating an uncomfortable experience during negotiations.
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Harj Taggar
09/26/18
@ Y Combinator
Emphasize the unique learning opportunities at your startup, as candidates can gain real decision-making experience that they wouldn't get at larger companies.
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Harj Taggar
09/26/18
@ Y Combinator
Highlight the potential for rapid career progression in startups, where individuals can rise quickly compared to traditional corporate environments.
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Harj Taggar
09/26/18
@ Y Combinator
Discuss the opportunity cost of working at a startup versus a large tech company, emphasizing the unique experiences and growth opportunities available.
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Harj Taggar
09/26/18
@ Y Combinator
For junior candidates, emphasize the mentorship opportunities available at your startup, especially if you have experienced engineers on your team.
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Harj Taggar
09/26/18
@ Y Combinator
When assessing technical skills, focus on evaluating past work and portfolios, especially if you're a non-technical founder.
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Harj Taggar
09/26/18
@ Y Combinator
Utilize background blind hiring practices to focus on direct skills assessment rather than other potentially biased factors.
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Harj Taggar
09/26/18
@ Y Combinator
If you're a non-technical founder, having a technical co-founder can significantly improve your ability to assess technical candidates.
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Harj Taggar
09/26/18
@ Y Combinator
Engage with universities and colleges to create a talent pipeline, but be cautious as this approach may be more suitable for larger companies.
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Harj Taggar
09/26/18
@ Y Combinator
Role-playing a bad interview can help interviewers become more critical and improve their assessment skills by highlighting flaws in their evaluations.
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Harj Taggar
09/26/18
@ Y Combinator
The success rate of hires can be misleading; surveys indicate that only about 10% of hires are considered top performers, while many others may not meet expectations.