#ghOPEN

How to Win at Being a Pioneer: Talent-Making at Weedmaps

LIZZIE CLARK

Lead Recruiter, EngineeringWeedmaps

Head of TalentWeedmaps

CORY EUSTICE

Who is Weedmaps?

We are an end-to-end SaaS and data company that runs across the full cannabis supply chain, from seed to sale.

We provide a suite of products that are ultimately the arteries, veins, and circulatory system for commerce and purchasing in the cannabis industry.

Who Are We?

CORY EUSTICELIZZIE CLARKLead Recruiter, Engineering

Proud Midwesterner

Mom to be

Head of Talent

Proud Midwesterner

Already a dad

Before We Dive In

You may be thinking throughout this…

Level Setting

Foundational

Talent-Driven

Transactional

Non-sustainable

Scaleable

Partnership-Driven

Relational

Sustainable

WHERE WE AREWHERE WE WERE

Where We Were

No objective baseline for candidates

All hiring driven by Talent

Offer acceptance rate of roughly 70% across all roles

What We Heard

“ Talent is a black box- STAKEHOLDER

I don’t get why they don’t want to work here- RECRUITING

I have no idea where candidates come from- STAKEHOLDER

Engineering seems to hire well, but we don’t get any love- STAKEHOLDER

We can’t compete with ABC Company- RECRUITING

Where We Are

Hiring Manager and Talent partnership

Offer acceptance rate of 90.8% across all roles; 93% in Engineering/IT

First Thing...

What should candidates think?

Scalable and Defined

DEFINEPLUG AND PLAY

DEFINE AGAIN

Objective Baseline

“Can I hire the first person I meet?”

People

Hire the Person

Ask for feedback

Don’t be afraid of the truth

Launched

We were ready to go

Going Rogue

Some things worked...others didn’t

Being a Pioneer

Leading an emerging market

Manager/Talent Partnership

Scale yourself!

The Wrap

You will fail