6 recruiting tactics from the early days of Uber. I use these even today.

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- Recruiters can help but you need to get involved
- Be flexible with stock to close the deal
- offer outsized roles to ‘junior’ 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& #39;s first ever happy hour (2011) https://www.youtube.com/watch?v=1l_4Hxs88c4">https://www.youtube.com/watch...
2. Sell the role.

What’s 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">https://twitter.com/JetVeetle...
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., Uber’s community manager exercise (2014). https://www.scribd.com/document/207170953/Marketing-Community-Manager-Creative-Exercise">https://www.scribd.com/document/...
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.
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.
Bonus:

A good video goes a long way in attracting applications (Esp. on LinkedIn).

Here& #39;s Uber Asia& #39;s first recruiting video (2013).

Good luck! https://youtu.be/rjLizbUrGB8 ">https://youtu.be/rjLizbUrG...
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