AllThingsD » recruiting

Watch: Twitter's Cheeky Infomercial to Recruit Job Applicants

Liz Gannes — Sat, 28 Jan 2012 02:14:37 +0000

In an industry full of earnest nerds, Twitter hopes workplace humor is a selling point. The company (which is earnest and nerdy too, of course) released a tongue-in-cheek recruiting video tonight.

“At Twitter, The Future is You!” is described as an internal Hackweek project to “make the best/worst recruiting video of all time.” It does indeed manage to be both laugh-worthy and cringe-worthy. (Bonus: Watch Twitter CEO Dick Costolo try to keep a straight face.)

By the way, this isn’t Twitter’s first witty recruiting video, though one from two years ago was more “Rushmore” where this is more “Tim and Eric Awesome Show, Great Job!”

What Now? Hiring.

Peter Levine — Fri, 20 Jan 2012 01:40:31 +0000

Last month, as CEO of SpiderNet, you were faced with the issue of firing your newly hired VP of Engineering, who initially seemed like a rock star but was ultimately ineffective. Your board unanimously agreed that you should terminate him immediately.

It is now the new year, and you are faced with the rather undesirable task of hiring a new VP. Upon reflection, you realize that the SpiderNet hiring process failed. Given the issues (laziness, lack of leadership ability) surrounding the VP you just fired, you realize that your process (or lack thereof) did not properly vet prospective job candidates.

So before you move on to hiring again, you take an inventory of the current process in order to better understand how to correct things in the future. Here’s what you find:

You identified the requirements of the position and developed a comprehensive job specification on your own. Since the position reported to you, you did not see the need to ask for other input.
You hired a search firm and saw a number of good candidates. You felt that the candidate pool was adequate, but not exceptional.
The interview meetings were always with you, your co-founder and one or two other people from the executive team. Everyone exchanged emails on the candidates after their meetings.
The search firm did the bulk of the reference checks, which significantly helped your schedule and time.

What mistakes do you think you made and how can you better go about interviewing future candidates?

I have often considered the ability to hire great people as being analogous to a batting average in baseball. A player who hits .300 is near the top of their game. While I have certainly had a much better than 30 percent success rate in my hiring overall, I’m not sure that I’ve topped 30 percent for truly exceptional hires. Hiring phenomenal employees, like hitting in baseball, is difficult. I must admit that only recently did I come to realize that there is a set of steps that a company can follow that will significantly increase the hit rate.

With respect to the SpiderNet situation, there were several mistakes made with the current process. First, there was no input from either the board or the other executives on the job specifications. It is particularly important to gain agreement on the position and have the interviewing team help develop the requirements. Second, there wasn’t a defined interview team and the results of the interviews felt a bit ad hoc. Having a defined interview team should be part of the process. Finally, the CEO left reference checking to the search firm, which was a huge error in judgment, and probably the biggest mistake of the entire process.

I took the liberty of asking Jeff Stump, our partner responsible for Executive Talent at Andreessen Horowitz, and he outlined the following steps that should be taken when hiring an executive:

Develop the candidate profile and expected qualifications
Lay out the compensation framework
Craft a set of questions to be used in the interview process
Identify your interview and recruiting methodology
Perform reference checks

Let’s look at each of these in more detail.

Candidate Profile and Qualifications: There should be a universal understanding of what the profile is and why the company is looking for this new hire. What is the charter of this hire over the next six months to one year? What does the company/hiring manager expect this person to deliver during this timeframe and what does success look like for this hire one year out?

The focus in this phase should be on developing a set of non-negotiable attributes as input to the interview process. Make sure to include input from anyone who is going to have a say in the interview process, including the Board and the management team. There does not need to be universal alignment, but this process will help identify any differences of opinion that can be addressed up front. This first step will drive consistency in the interview process and candidates will take notice.

Compensation and Reporting Framework: Determine the title, reporting structure and compensation of the position. Not doing this up front can often lead to misalignment late in the recruiting process.

Interview Questions: Once the profile and qualifications have been identified and agreed upon, develop a set of questions that are going to be used in the interview process. These can also be used by the search firm to screen candidates. Questions should be crafted to gauge motivation, fit and expectation.

During this phase, the hiring manager also should identify the interviewing team and start the selection of a search firm. In most cases, the company’s internal network will not be sufficient to identify the absolute best candidate and a search firm is recommended. There are exceptions to this, but in most cases, thinking that the company has enough contacts often results in a substantial delay.

Interview and Recruiting Methodology: High-level items to consider:

Decide on the appropriate team members to be involved in the search process.
Determine who is running point on the management team. Tasks may include interview coordination, candidate follow-up, feedback collection, reference coordination, compensation, negotiation, etc.
Who from the board of directors will be involved?
Define the sequence of interviews and meetings. Who needs to meet when and what is the strategy/objective during a first round vs. a second round of interviews? I also recommend spending a great deal of the first meeting on determining “fit.” Can you work with this person? Nothing else matters if you can’t check this box.
Have the team interview for different attributes to create a better experience for the candidate and to avoid overlapping questions in the interview process.
Define the feedback loop: What info gets captured and recorded and how/when is it shared?

Reference Checking: One of the most important — and overlooked — parts of the recruiting process is reference checking. When you make an offer to a candidate, you should feel as though you really know the person, warts and all. Reference checking is the best way to really understand what a candidate is like to work with.

Often your search firm will offer to do reference checks. While it is fine for them to do some investigation, do not leave all of it to them. You need to do a large part of the reference checking yourself. Compare notes with the search firm but handing it off to someone else is a huge mistake.

In general, you should do between 10 to 15 reference checks and they should have a 360-degree approach (i.e., 1/3 bosses, 1/3 peers, 1/3 subordinates). At least one-third of these queries should be backchannel references.

Finally, when you have settled on the final two candidates, you should have the finalists come in to present a 100-day plan with your executive team at your staff meeting. This will give you a very good sense of how the person responds to an assignment and the nature of their work.

Hiring takes planning and time, and the process is often ad hoc or simply non-existent. Don’t make hiring a batting average. Take the time, develop a clear process, and you will see much better results in your overall hit rate.

Peter Levine has been a lecturer at both MIT and Stanford business schools and CEO of Xensource. Prior to Xensource, Peter was EVP of Strategic and Platform Operations at Veritas Software where he helped grow the organization from no revenue to more than $1.5 billion, and from 20 employees to over 6,000.

eBay Is the Most Recent Bay Area Transplant to Seek Access to Seattle's Talent Pool

Tricia Duryee — Thu, 12 Jan 2012 14:00:23 +0000

EBay has opened up an office in the suburbs of Seattle, where it has aggressive plans to double the number the employees it has there, to 150.

The e-commerce giant (a term typically reserved for Amazon in these woods) is one of the larger examples companies from the Bay Area that are setting up shop here and looking to soak up some of the Northwest’s rich engineering talent.

Other companies with satellite offices in the Seattle area include Google, Facebook, Zynga and Salesforce.

“I’m surprised I ended up at eBay, but the story is compelling,” said Ken Moss, who was hired in November to be eBay’s VP of managed marketplaces technology; Moss is GM of the Redmond office.

A long-time Microsoft employee whose claim to fame includes inventing the Pivot table in Excel, Moss more recently co-founded CrowdEye, a start-up focused on search technology and later on stock market prediction.

He said eBay’s dedication to the region is one of the biggest selling points for recruitment.

Most of the 75 employees that currently work there were hired over the past few months, and a small team has been here for seven years. Among the newbies I met were a number of Microsoft veterans who had been there for 12 to 15 years.

Moss says he will report directly to eBay’s CTO Mark Carges, which is “a signal to the whole company that diversified development is for real.”

“We are first-class citizens,” Moss said, referring to sometimes strained relationship between remote workers and a company’s headquarters.

Eric Brill, VP of eBay’s research labs, is also based in the Redmond office, and has been working part-time there since joining the company in 2009.

Moss said eBay will be looking to hire a range of technologists, from college graduates to senior leaders, including developers, testers, researchers, data miners and other positions.

While I was at the office on Tuesday, the mountains were peeking out from the clouds and were easy to spot from the floor-to-ceiling windows on the fourth floor. It was easy enough for everyone to have a window seat in the open-floor plan.

Although the employees just moved in on Monday, a sign outside the building already announced eBay’s presence. Inside, workers were busy putting the final touches on the space to make it feel like eBay. Primary colors of red, blue, yellow and green highlighted the office walls; with a bit of Seattle flair, conference rooms were named after Northwest tribes such as Puyallup and Quinault (and other names that might be difficult for San Jose-based employees to pronounce).

But missing were some of the perks that some recruits expect these day — no shuttles to and from work or fancy cafeterias, for instance.

In fact, eBay has a long way to go to compare with what Google has done here. Since entering the market seven years ago, Google has hired more than 900 employees, spread across two locations, a spokesperson confirmed.

One office is in Seattle’s Fremont neighborhood; the other is on the Eastside.

The two offices are geographically divided by Lake Washington, which can be crossed by one of two floating bridges — or by boat, if you are crafty enough. The traffic bottlenecks make for a horrendously notorious commute, so having two locations that straddle both sides is a huge perk — like having offices in both San Francisco and San Jose.

Because of Google’s size here, many of its perks are similar to its Mountain View headquarters, including free meals prepared by chefs, frozen-yogurt bars and other, mostly food-based, luxuries.

In eBay’s case, the new digs are located deep on the Eastside, a couple of miles past Microsoft in Redmond, and roughly 15 miles from Jeff Bezos’s empire in downtown Seattle. Recently, Amazon relocated its headquarters to a brand-new campus in South Lake Union, a neighborhood being revitalized by former Microsoft executive Paul Allen.

Other outside companies that have also established sizable tech centers here include Facebook and Zynga. A couple others have gained offices through acquisitions. Electronic Arts, for instance, now has a large office here, after acquiring PopCap; EMC now has big expansion plans here, after purchasing Isilon.

And Geekwire, a Seattle-based technology blog, is good at keeping an ongoing tally, including recent moves into the area by Jawbone and SweetLabs, a San Diego-based start-up, based by Intel Capital and Google Ventures.

Two years ago, Facebook opened an office in the heart of downtown Seattle. It plans to move soon to a 27,000-square-foot space that will have room for about 135 employees. The 70 or so engineers in the office today have worked on projects such as video calling, the Facebook iPad app and other big issues, such as security.

Last April, social game maker Zynga opened an office in Seattle’s historic Pioneer Square neighborhood, hoping to absorb some of the game talent here, spawned from Xbox and Nintendo, and cloud-computing knowledge from Amazon. It has 50 employees today, but declined to say how many it planned to hire in the near future.

As with most of these companies, eBay believes it can find a diversity of talent here that can’t always be easy to hire in the Bay Area.

As a Seattle native, and having covered tech here for the past 12 years, including an eight-year stint at the Seattle Times, I might not be the most unbiased on the subject. But I’ve seen first-hand the breadth of talent here, from Microsoft, Amazon, Expedia, T-Mobile and many others, including a strong start-up pool.

Despite that, the local tech community often suffers from an inferiority complex when it compares itself with the Bay Area, which is much larger. Still, it seems that Silicon Valley companies are finding a number of excuses to travel north to drink from the area’s plentiful tech waters.

At Apple, Cloud Experts Wanted

Jessica E. Vascellaro — Wed, 23 Nov 2011 08:00:54 +0000

Apple Inc. has been taking small but important steps toward a shift in the way its customers access their digital content beyond the downloadable software that has been vital to the company’s success.

In recent weeks, Apple has been looking to recruit senior-level executives with backgrounds in Web-based software, according to people familiar with the matter. It has approached at least one prominent Internet entrepreneur since at least earlier this year about a possible position, according to these people, who say the details of the possible job were unclear. The company has also discussed its needs with recruiters, one of the people said.

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CaptainU Builds the Mint.com for Student Athletes

Drake Martinet — Sun, 20 Nov 2011 17:15:37 +0000

One sure path to making money on the Internet is to find a business that people can get emotional about — that is, enough to type in their credit card number.

CaptainU, a start-up that serves the families of young athletes, may have found the most emotional business of all.

The San Francisco-based company has positioned itself between student athletes and the college teams that might recruit them, in much the same way that financial Web app Mint.com placed itself in between people building their financial goals and the banks and credit card companies seeking new clients.

But don’t call CaptainU a recruiting service — that might run it afoul of the NCAA.

CaptainU users sign up and then build a profile that includes the student athlete’s statistics, team affiliations, training camp attendances and GPA.

The site also provides templates for tracking statistics, displaying highlight videos and all the other ephemera college coaches might look for when recruiting.

But, according to co-founder Mike Farb, CaptainU’s real service — like Mint’s — is about helping users make decisions with more information.

Once they decide they want to play at the college level, “students really need a road map for what they should to do, to develop athletically and academically,” Farb said. “Today, most families just rely on high school coaches and other parents.”

What CaptainU provides, after analyzing all the data added to a profile, is a realistic set of goals and prescriptions for achievement.

Want to play lacrosse at Duke? CaptainU can tell you what GPA you should shoot for, whether or not you are on the right traveling lacrosse team, and which coach you should get in touch with.

Farb, like other founders wary of nailing down claims of early traction, wouldn’t share user numbers in detail. But he acknowledged that CaptainU currently had “hundreds of thousands of users.”

Users can sign up for a free “rookie” profile, or trade up for an expanded services profile, which runs between $20 and $40 per mont — pricey, but not when compared to something like a bag full of top-tier hockey equipment.

Farb said that he didn’t think the financial future for his bootstrapped company, which is looking to raise an A round of funding, was in paid user accounts.

“We can now connect families with videographers in every state, so that they can get highlight footage taken,” he said. “We want to provide the same connections for private coaches, camps, and anyone else who provides services for athletes families.”

The plan for CaptainU is to become a platform for all of these partners to connect and transact business with the start-up’s growing user base. CaptainU takes a small cut of each deal, and charges admission for trainers, camps and other service providers to be listed on the site.

This “platform play” isn’t new, but Farb said that growing the sales and marketing staff, which CaptainU organizes by sport, is the next step.

“After all, how many former college athletes do you know that end up in sales?,” he asked and then answered. “All of them.”

Here is the video of an interview I did with Farb:

[ See post to watch video ]

Meet-Ups Polish Up Their Acts

Emily Glazer — Thu, 04 Aug 2011 13:00:22 +0000

Technology meet-ups are taking on a professional sheen.

The local gatherings of techies, which are often free and open to newcomers, have long been a fertile field for schmoozing and hunting for investment capital. But as the latest technology boom has gathered steam, meet-ups have proliferated and taken on more importance in the industry.

Many meet-ups have left behind their humbler origins as bull sessions around pitchers of beer. For an increasing number of entrepreneurs, they are places to recruit employees, prospect for clients and keep abreast of the latest tech trends and tools. Some of the groups now have thousands of members — and even corporate sponsors.

The number of monthly events on Meetup.com, a service used mostly by techies to plan the confabs, had grown to more than 250,000 in May 2011 from less than 50,000 three years earlier.

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AMD Hires Its New CIO Away From Hewlett-Packard

Arik Hesseldahl — Mon, 21 Mar 2011 23:20:21 +0000

Executives from Hewlett-Packard certainly seem to be in demand from other companies these days, and prospective poachers are clearly having better luck in their recruiting than others. On the same day that reports emerged that chipmaker Intel had unsuccessfully courted Todd Bradley, head of HP’s $41 billion personal systems group for a job that might have led to his being tapped as Paul Otellini’s successor, now we learn that Intel rival Advanced Micro Devices has hired its new CIO away from HP.

His name is Michael Wolfe. He’s 52 and has worked for HP for five years, most recently as VP for Information Technology. This will be his second go as a CIO. Before his stint at HP, he spent 24 years at Motorola’s Semiconductor Unit and was CIO during the period it was spun out to become Freescale Semiconductor.

His new boss, AMD’s interim CEO Thomas Seifert, had high praise. “Mike has effectively led IT transformations constantly focusing on reducing operating costs and significantly improving business innovation,” he said in a statement. “His considerable talent and experience will help AMD to continue strengthening our IT infrastructure and streamline our business based on our own products and platforms.”

This hiring is taking place against the backdrop of the complicated, difficult search for a new CEO at AMD following the surprise resignation of Dirk Meyer in January. COO Robert Rivet soon followed.

AMD shares haven’t moved much since then, and it has been the subject of recurring problematic buyout rumors. Today the shares closed at $8.55, unchanged from the prior session, and that’s up only a nickel from where it was at the start of the year. Shares fell five cents in after-hours trading. Investors seem to consider AMD a company in a holding pattern until there’s some resolution in the corner office.

OutCast Agency Head Joins Facebook as Tech Communications Lead

Kara Swisher — Thu, 17 Mar 2011 23:54:42 +0000

Caryn Marooney (pictured here), the co-founder of one of Silicon Valley’s premier tech communications firms, OutCast Agency, is joining Facebook to lead its tech public relations strategy.

Facebook said Marooney is joining the social networking giant in a newly created position as director of technology communications.

That means she will be in charge of outreach to the technical community, Facebook said, including “our product, platform, infrastructure, and technical recruiting communications–to reach developers, engineers, technology influencers and bloggers who write about our products and technology strategy.”

“Caryn’s experience extends beyond technology communications and I’m delighted that we’ll all have the opportunity to draw on her wisdom and insight,” said Facebook global communications chieftain Elliot Schrage.

Marooney has actually led the Facebook account for OutCast, which she and Margit Wennmachers built and sold to Next Fifteen Communications Group in 2005 for over $10 million.

Marooney said in an interview today that she felt the firm was in good hands with its current team of top managers.

“The opportunity at Facebook was too good to pass up,” she said. “It’s an exciting new challenge.”

Indeed, the social networking giant is preparing to go public within the next year and will need an even stronger PR team for that task.

Marooney follows Wennmachers to a company they served as outside communications advisers. Wennmachers joined the high-profile Andreessen Horowitz venture firm last year to work on marketing strategies with companies in which it invested.

Talent War Crunches Start-Ups

Pui-Wing Tam and Stu Woo — Mon, 28 Feb 2011 08:00:42 +0000

Internet start-ups across Silicon Valley are struggling to compete for talent amid the investment frenzy gripping Facebook Inc., Twitter Inc. and Zynga Inc., with many smaller companies beefing up pay and recruiting and wading into the private-company share market to keep pace with their larger rivals.

Online real-estate brokerage Redfin Corp. is feeling the fallout. The 200-person company, which is based in Seattle and has offices in San Francisco, typically hires new engineers fresh out of college, relying on competitive compensation and the allure of working at a profitable start-up.

Redfin said it has recently been up against salary-and-bonus offers of $100,000 to $150,000 a year for new college grads from social-gaming start-up Zynga, among others—far above the $80,000 or so a year Redfin would normally offer.

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Former Google China Head–and Now Start-up Whisperer–Kai-Fu Lee Talks Innovation (Works)

Kara Swisher — Tue, 07 Sep 2010 15:10:30 +0000

Last Friday, former Google China head Kai-Fu Lee (pictured here) dialed up BoomTown from that country for a chit-chat interview about his life since leaving the search giant one year ago and plunging into the world of incubation, recruiting and early-stage funding for start-ups there.

Being president of Google’s China operations is far different from being CEO of Innovation Works, which just celebrated its first anniversary.

And, although he left Google (GOOG) on tense terms, said many sources, Lee complimented it as still having the best technology in the world.

Nonetheless, he also added it will only become harder for any U.S. company to compete in China over the next few years for a variety of reasons.

Lee would not specifically talk about Google’s fight with China over censorship issues, but said the bigger problem for it and other U.S. Web companies was actually that they are not local or nimble enough to beat out an increasingly trained Chinese tech workforce.

According to Lee–as well as explained in an interesting deck he sent me that is embedded below–Silicon Valley can no longer rely on a tech edge that it has long had, and China units of U.S. tech companies still will not empower their Chinese employees enough to compete.

“In China, there are a mass of very talented engineers who can attack a long-tail opportunity very quickly,” he said. “This kind of speed is critical in this market now.”

That’s why–unlike most Silicon Valley venture firms with a presence in China–he decided to focus Innovation Works on early-stage companies.

“We see it as a unique opportunity to provide a refreshing accessibility for small, but promising, Chinese companies,” Lee said. “There are a lot of inefficiencies.”

With a heavy focus on mobile–which Lee considers the key arena in China, much of it based on versions of Google’s Android mobile operating system–Innovation Works has focused on a dozen start-ups, including:

Tapas: An Internet smartphone operating system–based on Google’s Android–tailored to Chinese users.

Wonderpod (Wandoujia): A software “assistant” for Android phones to download applications, videos and music without consuming expensive mobile bandwidth.

Umeng: An analytics tool for mobile developers in China.

Photo Wonder: Mobile phone software for enhancing and sharing photos.

Ascending Cloud: A game publisher built on proprietary technology for developing and publishing social and Web games for over 30 countries.

Lee said now that the strategy and investments are in place, next year’s focus will be on nurturing the companies Innovation Works has invested in.

While he said he knows that it is still early, Lee–who has also worked at Apple (AAPL) and Microsoft (MSFT)–said he thinks that China, specifically Beijing and Zhongguancun, could become the next Silicon Valley.

“There are 300 million Chinese using mobile devices and there is no one or two dominant player, as is the case in the U.S.,” Lee said. “It’s the same across a variety of areas, so the landscape for small, scrappy start-ups is wide open and huge.”

We’ll see how it all turns out. but here is the must-see deck from Lee, as well as a press release on Innovation Works’ first anniversary and a detailed description of it:

Innovation Works Overview (US Press)

Sep 8 Press Release

Incubation Programs

Dear Disgruntled Yahoos, Microsoft Is Hiring!

Kara Swisher — Wed, 18 Jun 2008 20:58:06 +0000

Microsoft took out a full-page ad in the San Jose Mercury News today, in an attempt to highlight its recruiting efforts in Silicon Valley.

Of course, BoomTown is not sure the crack engineers that Microsoft (MSFT) is seeking actually read newspapers.

But we like the software giant’s spunk at a little creative Google-smacking and Yahoo-employee-baiting.

With the headline: “Microsoft Has Search Jobs in the Valley,” the ad goes on to tout Microsoft’s commitment to search and online advertising in a come-on to join the company’s 2,000 other employees in Mountain View, Calif.

Also highlighted, Microsoft’s partnerships with Facebook (and also, inexplicably, Dow Jones, the owner of this site).

“We have a long way to go. It will be an exciting journey.”

As the search and online ad wars heat up now that Google (GOOG) has seemingly snatched Microsoft’s Yahoo (YHOO) prize, you can say that again.

Here’s the ad (click on it to make it larger):