TOFI August 24, 2015 Team: Silagadze

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We make teaching fun and

eective



Top Hat

• Education technology startup

• Founded 2009

• $20M VC raised

• $15M in revenue

• 120 employees

Have made every mistae in the!oo"



Hiring: your secret weapon

#ast the initial stage your netor is going torun out

%&ter that the success o& your company is goingto entirely depend on ho you hire

'eing a!le to !ring in top talent pays dividendsin une(pected ays



Given a 60 minuteconversation do you think

that you can determine ifsomeone is going tosucceed at your startup?



You suck at hiring

Most people thin they)re great at intervieingand evaluating potential candidates* %lmost all

o& them are rong

+tudy !y Fran 'ernieri at ,niversity o& -oledo. /udgments using 0 second intervie clips

ere identical to hour long intervies



You suck at hiring

hat does this tell us



You suck at hiring


-he rong anser3#eople are surprisingly good at maing

accurate /udgments 4uicly !ased on instinct



You suck at hiring


-he rong anser3#eople are surprisingly good at maing

accurate /udgments 4uicly !ased on instinct

-he right anser3Most people mae ar!itrary snap /udgments

!ased on rst impressions and minimal data .and these choice are o&ten orse than random



What is the best measure

of potentia success in aroe?



!redictors of success

1* 6ntelligence78ohn E Hunter "ognitive abiity# cognitive aptitudes# $ob knowedge# and $ob

performance 8ournal o& Vocational 'ehavior:






2* +tructured intervies7Murray ; 'arric The big %ve personaity dimensions and $ob performance: a meta&anaysis #ersonnel #sychology:






2* +tructured intervies7Murray ; 'arric The big %ve personaity dimensions and $ob performance: a meta&anaysis #ersonnel #sychology:

* 6ntegrity< Conscientiousness78ohn E Hunter -he validity and utility o& selection methods in personnel

psychology #sychological 'ulletin:



' (ormua for Hiring

-his taes years o& practice to!ecome even moderately good

6& you &ollo this method you ill!e success&ul and it ill

massively increase your chanceso& success



SellingInterviewsAssessmentSourcing

' (ormua for Hiring

1* rite a scorecard

2* +ource candidates

* =uali&ying assessment>* +tructured intervies

5* +elling the candidate

Scorecard



)* +corecard: e,ampeRole:

V# 6nside +ales

Mission: -he goal o& the role is to run a multi?tiered sales process ith high?volume transactionalsales hich serves as lead gen &or comple( enterprise sales* -o !e the liaison ithmareting and engineering in order to help ith product strategy* -o increase revenuesto $50M in year one and hit revenue targets as they)re set &or the &olloing years*

Outcomes:1 month3

• 'uild out cold calling script demo script• Esta!lish metrics and daily management

cadence• #ut together commission plan &or %@ team

months3• Help hire 15 %@ reps and ensure at least A5B

success rate• Hit $25M revenue target &or campaign

months3• Dn trac to hit $50M revenue target &or the

year•

Ensure 0B o& reps are hitting 0B o& 4uota

Competencies:• Drganied• Metrics driven• E(pert in sales tactics• E(perience ith +aa+

sales•

ell connected and canhelp ith recruitment• ,nderstands territory

management• Gnos education spaceSellingInterviewsAssessmentSourcingScorecard



-* +ourcing candidates

• 8o! posts suc . use as last resort

• 6n order o& eectiveness3

1* ;e&errals2* #roactive outreach

* EventsIin!ound candidates

>* 8o! postings

SellingInterviewsAssessmentSourcingScorecard



.* /uaifying 'ssessments

• 6= . e*g* onderlic

• +ills assessments . e*g* Hacer;an • #ersonality tests . aste o& time

7e*g* Myers?'riggs @6+C:




* +tructured interviews

1* +creening intervie

2* -opgrading intervie

* Focused intervies

Notes:• Jou don)t need to do the complete process

on every candidate . that taes ees 7ormore:

• -he more senior the role the more o& theprocess you need to do




1s this a good interview

2uestion?

K6magine one o& your colleagues ishaving a conLict ith a co?orer ho

ould you handle that



1s this a good interview

2uestion?

K6& you had an innite supply o& aterand a 5 liter and liter !ucet ho

ould you measure e(actly > liters



* +tructured interviews:

What doesn3t work • Chit?chat intervie style

•

Many unstructured intervies• Nogic pules and Ktrics

• +ituational 4uestions

• Out &eelSellingInterviewsAssessmentSourcingScorecard




What does work

•

-rac record 7i*e* data:

• -est &or actual /o! tass





(urther reading

ho3 -he % Method &or Hiring'y Oeo +mart and ;andy +treet


-opgrading'y 'rad&ord +mart



4* +eing the candidate

• Find hat their values are . &amilymoney adventure

• Focus selling to their values

• ,se third parties to validate theopportunity

•

'e &air and honest a!out role




5eview: ' (ormua forHiring

1* rite a scorecard . role description and measures o&

success

2* +ource candidates . re&errals and poaching

* =uali&ying assessment . 6= < sills tests

>* +tructured intervies3

1* +creening call . are they orth taling to

2* -opgrading intervie . gather data

* Focused intervie7s: . assess specic sills < t

5* +elling the candidate . gure out hat they value



Thank you

Documents

TOFI August 24, 2015 Team: Silagadze