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MenuWhat is the best way to find top engineers for my custom car company?
I need help with getting engineers and designers to build custom build cars for my company. How do I go about finding these people?
Answers
Like most problems, the answer to this problem is pretty simple. Here it is....
Look up articles on the type of car you want to produce while referencing the type of engineer desired. When you find names of engineers, look for their email address via Google. Contact each that you find. If they are not available the will direct you to someone else who is available.
Also, you can simply ask the writer of the article. For example, (type of product) WSJ. Then contact the writer who wrote a similar story as yours. Their email address will usually be at the bottom of the article. I have been featured in NYT, WSJ, ABC News and other media by doing this.
You can use a VA for this.
Best of Luck,
Mike
From the Trenches to the Towers Marketing
I will be glad to help as my time permits.
Hello this question is very open in nature and the topic of sourcing or talent engagement for various projects is really based on the task or project at hand. Understanding your position or unique proposition and creating a value statement or selling point for use in the marketplace is one way to attract like mined individuals to your endeavor. However, this is a very limited answer, and to really get a solid actionable plan some concerns and questions need to be reviewed. I have over 25 year in Talent Management, and source currently for DOD, Private and SAAS, SAAP type companies. Sourcing talent is always a challenge if you do not first define what you need and why, then create a strategy to obtain the resource in the vertical you operate in...I would willing to speak with you on this as you want to learn more and answer any specific questions you may have.
Kind regards,
Reuben
The answers below are helpful, but they miss 3 out of the 4 major sources for recruitment:
1) Inbound flow (people come to you)
2) Outbound search (linkedin, etc...)
3) Referrals
4) External Recruiting
I would think about how your firm stands on it's own. Do good engineers and designers know who you are? How can you rise above the noise and get their attention so they come to you?
Are you or someone with your firm allocating time for passive search? If not, are you engaging with an external recruiter?
Do your employees, network, customers, etc... know you're hiring? Have you offered motivators which reward the act of referrals and the wins?
Try asking yourself the above questions to move the ball forward. If you have additional questions, I'm happy to chat via a call. Good luck!
https://www.youtube.com/watch?v=1NDJDUKtZbE
Watch that ^
I’ve written this out as a step-by-step guide for hiring teams in the below scenarios… But… If you are on a marketing/growth team, you will see very quickly how valuable it can be when applied to any prospecting activity.
Here is process one person can execute this week to build a backlog of targeted talent and convert them to applications for one or multiple positions you need to fill immediately.
Here are the typical scenarios a hiring/recruiting pro would find this strategy extremely useful prior to:
A mass exodus of a specialized team - find/hire 15-30 people in two months.
Just closed a new round of funding - need to create brand impressions of employment-related content (i.e. careers page or what it’s like to work here videos/content).
Finding a hyper-specific skill type - like a 'SAP' developer - company requires specific development knowledge of an SAP module, and that person can work virtually but must be U.S.-based.
Automation Stack Recommended
Google Custom Search Tool
LinkedHub
Linked Helper
Scrapely
Snov
Agile CRM
Step 1 - First Impressions
Start an automated messaging sequence to engage your potential recruits from the moment you start your search on Linkedin.
Tool needed - LinkedHub.io
The Process
Create a LinkedHub account and install their Chrome extension.
You may need to get on their mid-level plan as you won’t be able to do much on the free version.
Create a new sequence for one of your candidate roles.
Head to LinkedIn network > people search and type in the parameters you will use to scrape throughout this process for this particular role (i.e. "SAP BODS").
Copy this URL while on page 1 and paste it into the new LinkedHub sequence search URL field.
Go back to the LinkedIn tab and do this once more with another variation of the search until you’re confident you have everyone in the niche covered in those searches.
Create your first ‘on connection’ message in the LinkedHub sequence. This should be very short and non-intrusive (i.e. “It’d be great to connect {{first_name}}”)
Create a second message for if/when they accept your connection request - time it to be 5min after they accept so it looks natural. This should be curtailed to their profession (i.e. “It’s great to connect with someone who has experience with SAP development {{First_Name}}!”).
Create the 3rd message in this sequence timed about 30min after the last with your ask/URL (i.e. “Also, I am actively recruiting for this role you may be a fit for. The salary is highly-competitive. Check out the description and details here: ____”).
Save, set the total per day to 100, then click Start.
Step 2 - Gathering Lists
Scrape a list of candidates LinkedIn profiles by profession, job title, availability “Open to new opportunities” (and other keywords in their profile).
Tool needed - Scrapely + Snov.io
The Process
Install Scrapely and Snov.io.
Create a new Google sheet titled “Scrapes”.
Create a new tab for what you want your first scrape to be (i.e. “{{group_name}} Members”)
Click the icon in your extensions list and start typing the Google sheet name - this will open a popup asking you to connect your Gmail account.
Head to the Linkedin, click on your profile, scroll to the bottom to the Interests section of your profile > See All > Groups > click on any group you are a part of you want to scrape. If the group you really want is not listed, search for it, request to join. If they do not allow you to join see if any friends of yours are members and send them this strategy asking them to scrape it for you ;)
When you are in the group you need to scrape, click on the all members link on the right, then click on the Scrapely icon in your extensions list.
In the Scrapely widget, select your Google sheet name then click the button that pertains to this scrape (i.e. “Members of LinkedIn Group”)
Check your Google sheet to make sure they are all in there.
Now you have the names/titles and LI URLs for everyone who’s a member of this niche group.
Now, you’ll want to grab all of their emails so delete the unnecessary columns (everything but first/last name and LI URL link).
Then upload the list of URLs to your Snov.io dashboard in this section - https://app.snov.io/emails-from-names
It will not match everyone, but export those it does and upload to your CRM. *Note, if you use an ATS software, it will not accomplish our goal of automated messaging and tracking their page views on the site. Therefore, I recommend starting a very inexpensive AgileCRM.com account and adding the tracking code to your site so it will notify when a specific candidate is browsing your site.
Step 3 - Second Impression
Auto-add and auto-profile visit candidates who match the skills and are available for opportunities:
Tool needed - Linked Helper
The Process
Install the Linked Helper Chrome extension.
Activate the $15 one-month account.
Go to your network section on Linkedin.
Structure a refined search for your ideal prospect - read this for how to define a search. (i.e. "Marketing" + "New Opportunities")
While on page one of the search, run the ‘Collect’ and ‘Connect’ options in Linked Helper widget.
Open a new tab and repeat this, but change the option to "Auto-Profile Visit" in the Linked Helper widget.
Leave these tabs running until the bot combs every page in the search (this could take a day or two).
When your search is done, export your LinkedIn connections here.
Take that list, format it to match the bulk upload .csv your CRM requires, and upload them to your CRM.
Step 4 - Tracking and Email
Now, regardless of whether you are currently using an ATS with an email option/plugin to send and track bulk-emails to these prospective candidates, I recommend you use or convert to the CRM below (or one similar). The reason ATS’s won’t do the job is because they were primarily designed for tracking and automated the middle of the recruitment funnel - post application. This leaves a huge gap in all top-of-funnel activities including - cold or warm emailing sequences, tracking and notifying you when your prospects are browsing your jobs pages, and showing you a full picture of your candidates activity including emails they’ve opened/clicked, calls you’ve made to them, pages they’ve visited on your site and social media profile links, device type, etc….
CRM recommended - AgileCRM.com
The Process
Create a “Starter” account with AgileCRM.com.
Add their tracking pixel to your website.
Export their .csv bulk sheet template (under contacts > import).
Add your new contacts to this .csv template.
Add tags to help you filter who they are (i.e. “Marketing Candidate”). You can add multiple tags separated by comma’s if needed.
Upload those sheets to Agile so you can start cookie’ing and tracking their progress through your funnel (website landing pages) immediately.
Step 5 - Cold Email Sequences
Now, you will need to build out your first email sequence. This is a nuanced process that requires some familiarity with email sequences - copywriting, delays, triggers, tags etc… And you will need a unique approach, so I won’t try to explain email writing in this tutorial. If you do need help with this or any other step, you can schedule a call me anytime.
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If you found this interesting, and are always looking for new growth tactics/tools/strategies, I publish a bi-monthly newsletter with some great stuff:
http://right2revenue.com/growth-tools-tactics-newsletter-optin/
All the best,
Alex
Best way to find top engineers for a car company are as follows:
Step 1: Create a company story that engineers will want to be part of.
Step 2: Never stop sourcing
Hiring platforms: The value proposition for hiring platforms is simple: You pay for immediate access to top engineers.
Outbound prospecting: Outbound prospecting is what most people are familiar with – it’s basic recruiting.
Inbound marketing: Building a world-class employer brand is hard. It’s not just a side project for your marketing team it’s a second, complete brand.
Step 3: Build relationships with engineers before you screen them
Step 4: Focus your on-site interview around problems your engineers actually solve
Companies that rely on algorithmic, academic interviews for every engineering role. Companies that only test engineers on skills and technologies they will actually be using in their day-to-day role.
Step 5: If all goes well, close as quickly as possible.
Assuming your team agrees that the engineer would be a great fit, you need to send an offer as quickly as possible. One of your biggest assets is the speed at which you operate compared to a big tech company, and so offering quickly is a big win for you.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath
If you have someone in mind, I can help you network your way to make the introduction a warm lead.
It all starts with figuring out who you want to target, just like you would an investor, a customer, or a top engineer.
Let me know if you want to schedule a chat and I can show you what tools I use specifically to not only get invited by investors to pitch, but to actually have investors come to me to hear me speak about my hardware company.
Related Questions
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I've already applied for a "dream job". They are forward-thinking and advertise their culture and distributed team.
What can I do now to stand out?
You need to show them that you can solve their problems. The #1 mistake made by most applicants is that they keep talking about themselves: "here are my skills, here's what I've done, etc..." Instead of talking about yourself, talk about them: "You need someone who can jump right in; someone who can start working without making mistakes. You also don't have a lot of time for training. I can get started right away." This is going to require some research. Follow the founders / managers on Twitter. Read their blog posts. Scan their error logs (if they're public). Find out where you're *needed* and highlight that. Generally it's best to do this during the application process. If you've already sent in a cover letter and resume, it doesn't hurt to send a follow-up email that says: "I've been doing some research, and I think I've found some places I could be helpful."JJ
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What are the pain points felt by external recruiters? How do they deal with these pain points?
since most get paid upon a candidates permanent offer most of the hastle comes from finding the right person. knowing how t filter helps a recruiter incrementally over time leading to repeat customers. feel free to call one of us to help you get going or guiding you through hurdles. :)HV
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What 3 questions to pose to a developer, to gauge his expertise level?
If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What are some tech blogs that you follow? Explain an interesting article to me that you read from one of them. The software development world changes all the time. Best practices are constantly evolving and new libraries are regularly released which make developers more productive. If a candidate doesn't keep up with the latest software news, that might be a red flag that they're not curious or trying to improve themselves. Also, having them explain a technical concept to someone who's non-technical is a great way to gauge their communication skills. Do they seem like someone you could work with and understand easily? Do they care about pausing to make sure you understand, or do they just drone on with jargon? If you feel overwhelmed while they're explaining this answer, imagine how you'll feel when they're telling you why the product has bugs or isn't going to be done on schedule. 2. Tell me about a time you ran into a big roadblock with something you were building. How did you get past it? It's inevitable that a software developer will get tripped up or have to solve some Gordian Knot. Everyone has to bang their head against the wall from time to time. Maybe an API didn't have the data they needed or some function was running too slow and they weren't sure how to speed it up. You're looking to see how they are as a problem solver. Did they come up with a clever but hacky solution? Were they methodical or did they fly by the seat of their pants? Did they go back to the stakeholders and see if the feature's requirements were flexible? Did they work on it for hours and hours trying new things? Did they ask for help from colleagues or on the internet? No right or wrong answers here, but you want to get the sense that this isn't someone who throws up their hands when they hit some friction. 3. Tell me about your favorite project that you worked on. What work are you most proud of? By asking them about the project they're most proud of, you'll get to see what it is that they value most. Maybe one candidate is most proud of a side project they built, even if it wasn't that technically complex, while another candidate is proud of their esoteric PhD project or some specific algorithm they improved. Again, no right or wrong answers, it really depends what type of candidate you're looking for. But it lets you see into their mind a bit, and get at some of the aspects that can make someone a strong development candidate. If you want to talk more specifically about hiring for your team, I'd be happy to do a call!HB
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Where is the best place to recruit Ruby developers?
If you're looking for Ruby folks, go where they go - local meetups. Second would be online but you will need to mine Stackoverflow, Github and similar sites and realize that they get approached regularly so start engaging early (at least 3 months before projected start date.)TJ
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Specific Tactics to find a co-founder, Do you have what it takes? (ONLY real Startup founders answer please)
Here's what you need to do to recruit any cofounder: 1) Prove or at least instill *high* confidence that you can fund the business or raise the funds required; 2) Demonstrate that you are someone worth following. What have you done previously that clearly shows to others that you have what it takes to succeed? 3) Credibly demonstrate that your idea can create massive success. An idea by itself, no matter how interesting is woefully insufficient. 4) Spend every day making outreach (cold emails, LinkedIn, dribbble, etc) to people, meeting at least 3 a week. You will "kiss many frogs." It's likely you have to meet at least 100 people to find the right person and that assumes you have 1-3. By the way, in order to actually *meet* 100 good people, you'll have to make outbound to at least 400 people. 5) Negotiate equity and compensation (pre and post funding) and ensure written alignment on how decisions are made between the two of you. Cofounder relationships are as intense as marriages. And just like getting married, it requires a lot of dating to build the trust. I'm *totally* unconvinced that two people can find a person they haven't known previously, and become effective cofounders. I think you're better off finding the money to hire someone than actually find a cofounder. The main reason? You probably won't find someone as passionate as you are about what you're building. And keep in mind, I have no idea who you are or what you're building so that's no judgement on you or the idea, just the reality I've observed over 20 years of startups.TW
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