Brooke Allen’s Hiring Process

Written by Sean Murphy. Posted in Rules of Thumb, skmurphy

Ask yourself this question, “What do employers owe the people they do not hire?” Brooke Allen’s answer from “How my life was changed when I began caring about the people I did not hire” offers three great suggestions for the startup hiring process.

  1. Information on where they stand.
  2. An explanation of what they are doing wrong.
  3. Help improving.

Most bootstrappers offer cash and equity for cofounders and employees. Brooke Allen took it much further: he committed to helping everyone who applied and invested energy in understanding his business needs. This is fantastic idea.

Be Strategic: Your Hiring Process Can Foster
Goodwill And Long Term Relationships

Even though most bootstrappers cannot run a multi-week training course as he did they can still play a “long game” and do what they can to treat applicants as potential partners and members of a common interest group. This approach lays the groundwork for a variety of different types of future collaboration, not the least of which is to encourage the ones who were not selected to make you aware of potential opportunities as a way to reciprocate for the assistance that you provided.

Bootstrappers cannot let transactional thinking and urgent hiring needs crowd out the benefits of long term thinking.

Related Posts

  • One Google Hiring Policy You Should Avoid: there are many criteria to consider in a hiring policy, but college GPA has to be one of the least useful indicators of future success.
    Update–And Now Google Agrees: from a June 2013 interview with Laszlo Bock, senior vice president of people operations at Google: “One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation. Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything.”
  • Hiring A Startup’s First Salesperson
  • Tips for Hiring (and Firing) a Sales Person  three simple tests that any sales candidate should be able to pass before being hired: Show me a spreadsheet that demonstrates the ROI for a product. Write me a short article on something you know about. Call me and speak on the telephone.

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