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Expert
MenuLillya Nashanchik Startup recruiting specialist/Scaling tech teams
Senior talent strategist with experience building a recruiting function for rapidly growing companies with a specialty in building technology departments. Capability to create a recruiting process that encompasses position development, ideal candidate profile, sourcing plan, interview process, positive candidate experience, offer negotiation and close. Build strategic partnerships with technical leadership team to create hiring initiatives and goals. Strong focus on building and maintaining candidate relationships to keep a consistent talent pipeline.
I have hired up to 25 engineers in 8 months.
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LN$2.50/min per minuteNew ArrivalScaling Tech Teams for StartupsLillya Nashanchik • Fort Lauderdale, FLCreated 8 years ago in Business / Getting StartedI can help your company from the beginning by showing you how to make your first tech hire as well as when your company grows, and you need to scale the tech team (often quickly). I have worked with numerous startups and helped them go from 0-4 or 30-60 engineers.Lillya Nashanchik Fort Lauderdale, FLNew Arrival
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LN$2.50/min per minuteNew ArrivalStarting an Internal Recruiting DepartmentLillya Nashanchik • Fort Lauderdale, FLCreated 8 years ago in Business / Getting StartedWhen you do not have an internal recruiting function, you are forced to recruit in 2 ways -- DIY or use an external recruiter. Doing it yourself is time consuming --especially if your area of expertise is not recruiting. Using an external recruiter is costly as the average fee is 20-25% of the annual salary of the hire. That can add up very quickly. I have worked with numerous startups to show them how to set up an internal recruiting function. I show my clients how to create a recruiting process that encompasses position development, ideal candidate profile, sourcing plan, interview process, positive candidate experience, offer negotiation and close. I help them select the right tools and often hire their first in house recruiter prior to the end of my engagement. If you have questions about any of the areas listed, please schedule a call.Lillya Nashanchik Fort Lauderdale, FLNew Arrival
- Answers 3
I would add Twitter as an excellent source to find recruiters. There are many curated lists you can find and it's quick and easy to start a conversation. Search for influencers in the field and get them engaged.
There is a lot of competition in this space. You have the large staffing companies and the boutique firms. You also have a lot of companies with an internal recruiting function. I have had my own recruiting agency for almost 10 years and am very happy with my business so far. I chose a niche to focus on and only work with startups teaching them how to scale their technical teams. Once you differentiate yourself as a professional agency and offer great service and results, the referrals and repeat business will follow. It also helps to be actively involved in the recruiting community via social media and live events. Fellow recruiters have been instrumental in expanding my business. Overhead for a technical staffing agency can be minimal at first. I can answer any questions you may have on a call.
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