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6 recruiting tactics from the early days of Uber. I use these even today.
A thread
A thread
- Recruiters can help but you need to get involved
- Be flexible with stock to close the deal
- offer outsized roles to âjuniorâ candidates & let them grow into it
- As hire As. Bs hire Cs.
- Be flexible with stock to close the deal
- offer outsized roles to âjuniorâ candidates & let them grow into it
- As hire As. Bs hire Cs.
1. Recruiting Happy Hour.
Shortlist profiles from LinkedIn, references etc. & invite them to a (zoom?) happy hour. An intimate gathering lets you showcase company & team.
See Uber's first ever happy hour (2011)
Shortlist profiles from LinkedIn, references etc. & invite them to a (zoom?) happy hour. An intimate gathering lets you showcase company & team.
See Uber's first ever happy hour (2011)
2. Sell the role.
Whatâs unique about the role? Use your JD to inspire curiosity.
Eg., see GM & launcher JDs at Uber Indonesia (2014). https://twitter.com/JetVeetlev/status/513967545989099521?s=20
Whatâs unique about the role? Use your JD to inspire curiosity.
Eg., see GM & launcher JDs at Uber Indonesia (2014). https://twitter.com/JetVeetlev/status/513967545989099521?s=20
3. Hire your customers.
Reach out to your customers & tell you're hiring. You may be pleasantly surprised by how many are interested.
Here's a blogpost from Uber Phoenix (2015) https://www.uber.com/blog/phoenix/your-dream-job-is-arriving-now-9/
Reach out to your customers & tell you're hiring. You may be pleasantly surprised by how many are interested.
Here's a blogpost from Uber Phoenix (2015) https://www.uber.com/blog/phoenix/your-dream-job-is-arriving-now-9/
4. Written exercise.
Simulate working together by solving a problem.
Send them an exercise and have them turn in a written response within 72 hours.
Eg., Uberâs community manager exercise (2014). https://www.scribd.com/document/207170953/Marketing-Community-Manager-Creative-Exercise
Simulate working together by solving a problem.
Send them an exercise and have them turn in a written response within 72 hours.
Eg., Uberâs community manager exercise (2014). https://www.scribd.com/document/207170953/Marketing-Community-Manager-Creative-Exercise
5. Interview Panel.
Instead of 1:1s, have candidates make a presentation of their exercise to a panel consisting of:
- Hiring manager
- Cross-functional manager (eg., Lawyer or BizDev)
- GM/Founder
At Uber, this would sometimes go on for ~2 hours.
Instead of 1:1s, have candidates make a presentation of their exercise to a panel consisting of:
- Hiring manager
- Cross-functional manager (eg., Lawyer or BizDev)
- GM/Founder
At Uber, this would sometimes go on for ~2 hours.
6. Debrief.
Follow up the interview immediately with a 45 min debrief (before ppl forget).
You should have a hire/no hire by the end of this.
Follow up the interview immediately with a 45 min debrief (before ppl forget).
You should have a hire/no hire by the end of this.
Bonus:
A good video goes a long way in attracting applications (Esp. on LinkedIn).
Here's Uber Asia's first recruiting video (2013).
Good luck!
A good video goes a long way in attracting applications (Esp. on LinkedIn).
Here's Uber Asia's first recruiting video (2013).
Good luck!
