The key distinction here is between culture and values. You don’t need people to fit your culture – but you do need them to reflect your values.
By Lauren Bacon (Author, The Boss of You)
One of the real challenges of diversifying your team is that – at the risk of stating the obvious – your workplace is going to feel different, because it will include more difference. And that’s not always a comfortable feeling.
I see small companies struggle with this all the time. For a small team, every new hire risks being disruptive, and if you branch out from your demographic norms, whatever those are (age-wise, ethnicity-wise, gender-wise, ability-wise, and so on), that can feel higher risk.
When we feel uncomfortable with a prospective new hire, it can be easy to fall back on “culture fit” as an excuse for sticking with same-same demographics.
You have to ask yourself about the company that you are joining and the role that you are planning to take. This requires you to be introspective in understanding where your personal strengths fit in the overall goal of the company.
By Lien Nguyen (Co-Founder, Joy de Jewels)
I started my working career at Intel and I had worked at 3 different Silicon Valley startups. Taking a new job at a startup is not a small decision to make. It’s difficult because the few hours you spend interviewing determine who you are
We’ve worked hard to ensure that women and other people typically under-represented at entrepreneurship conferences are very much a part of this event
By Sarah Milstein (Co-Host, The Lean Startup Conference)
What do startups need most these days? Great people to hire.
To help young companies find strong candidates, The Lean Startup Conference is hosting a Hiring Room, and we want to make sure women-led startups are represented.
You complement our diverse crew (a FEM of 67!) with collective experiences ranging from serial entrepreneur seed investor investment banker.
By Christine Herron (Director, Intel Capital)
We recently announced that Intel Capital Director Baris Aksoy is headed to Turkey to lead our new Istanbul office. As suspected, this means that we are seeking a new Director to join us on the Consumer Internet team at Intel Capital. Interested? Read on.
Who are we looking for? Ideally, our new partner is based in the Bay Area, has a great network, and is known and respected as an Internet investor. You complement our diverse crew (a FEM of 67!) with collective experiences ranging from serial entrepreneur seed investor investment banker.
Recruit the whole person, not just the geek.
By John Rossheim (Monster Senior Contributing Writer, STL Today)
“Motivated people want to know that their role is crafted for their skill set and growth and personality,” says Julia Hu, CEO of Lark, a 2-year-old company in Mountain View, Calif., which markets a wearable silent alarm clock that links to an iPhone.
Burgeoning talent, especially the 20-something crowd, is doing more than cruising job descriptions to scope out career possibilities. They’re looking for opportunities wherever they hang out.
“The first time I heard of the company was when
“The rise of the brogrammer joke and its ensuing backlash has some benefits: It helps talented women choose worthy employers, it gives a name and face to a problem that plagues the industry and it publicly shames some of the most sexist offenders.”
By Gina Trapani (Founder, ThinkUp)
In 1999, Google’s Marissa Mayer almost didn’t take the job at the all-male startup because there were more women at another firm that made her an offer. If Mayer had just graduated from college today with offers from two equally compelling startups – one all-male and one not – it’s clear which one she would choose.
If you write software for a living and you’re located in Silicon Valley, you have your pick of employment options at an array of tech startups – yes, even in this economy. When a recruiter’s pitch is: “Wanna bro down and crush some code?” – like San Francisco-based Klout’s was – you get a sense of what that company is looking for.
A week-long contract with a potential employee is enough time to assess whether you want to hire.
By Elizabeth Yin (Co-Founder, LaunchBit)
Making our first full-time hire was really nerve-wracking.
Finding someone really sharp AND would fit in super well was going to be a challenge. So for full-time candidates, we’ve adopted what companies like Pulse and Hubspot do. We work with potential candidates on a contract basis first before extending a full-time offer.
Having done this a few times now, I *love* their method.
Our process from start to finish is pretty simple. First, we screen resumes and interview people. If we find someone