Yes, of course, you are going through an exciting journey, which will change the world-or at least have a serious impact. In fact, the CEO brings home cookies every Tuesday, and the office is very popular. But did the candidate do it? Information? Have you considered how to attract candidates?

This is what recruitment companies sometimes call "search and selection". You can find relevant talents or contact them, or you can post your job somewhere, hoping that the right candidate will choose to apply. Both are the right choices-sometimes they can be combined, sometimes they can be used alone, or they can be combined at different stages.

Summarized as follows:

Search/external recruitment strategy

Searching/outsourcing candidates is very useful when you know that you are in a competitive market.

For most founders, this is their first choice when they start to form an initial team, and it is also a good way to attract the first batch of employees to join the company.

Most founders have worked in one or more startups before deciding to start their own startups. They have met and/or worked with some very skilled people in the past, and they usually have a deep understanding of their potential chemical and cultural adaptability.

I strongly suggest that you start here-draw your network, contact skilled high-performance people and invite some of them to form your core team. Fast, efficient and low cost.

But-sooner or later, you will exhaust your direct network, which means you may need to spend more time (and money) looking for candidates on Linkedin, Github, meetups and other websites. It is used to produce products, sell products or obtain funds.

An excellent recruitment agency specializing in start-ups may help you recruit the candidates you need to achieve your goals-building products, selling products, opening up new markets, managing engineering teams or finance. (Hint-we focus on entrepreneurship, scale expansion and team transformation).

The share of you or your recruitment agency will be very different-is it bland or average, or is it enough to attract excellent candidates to join your team?

Selection/internal recruitment strategy

For the founders of most start-ups, another option is the inward recruitment strategy, that is, posting positions on their own websites or websites like thehub.

This is a good way to build an employer brand and make you and your position vacant, but as an independent channel, it is rarely strong enough. However, if you can use low-cost options to cover 10-25% of employees, that will be a good start.

Nowadays, startups and good employment opportunities are abundant, and most skilled candidates have many choices. If you plan to use inward recruitment strategy to cover most employees, you should be prepared to use multiple channels and platforms.