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Also See
While this subject is distinct, it’s deeply related to the following other areas:
Once you hit ~10-20 people and you have multiple open roles, I recommend you hire an in-house recruiter. This is something we did at Mattermark, and it’s something I’ve seen work for multiple clients. Some companies can make external recruiters work, some really struggle with it. An in-house recruiter who is incentivized with equity and performance-based comp. is likely to have way more skin in the game to help you find great people than an employee at someone else’s company.
“At Netflix, I had a rule that drove people crazy: every person who came in for an interview should leave dying to work there—even if we knew in the first five minutes we weren't going to hire them.
Because that 'wrong candidate' is going to tell everyone they know about their experience.
And you never know which of those future conversations will matter.”
— Marc Randolph, Netflix co-founder
Executives