Startup founders need to be able to explain in simple terms how stable is the business? How much runway does it have? Who are the investors and why did those investors matter? One that's quote unquote de-rest for the candidates to join. I also think it's extremely important to talk about the manager and the relationship and the mentors that are going to be in that company.
Current economic conditions have put thousands of highly qualified candidates in search of new roles. In just a few months, the population of job-seekers will further expand as a wave of fresh graduates – many of whom will be taking on the first serious role of their career – enter the market. The dearth of open roles can be discouraging to any candidate, and those at the beginning of their careers may feel this even more acutely. A bright spot is early-stage startups in need of talent to build core teams, and for many, the best match may be the newest job seeker. Yuliya Mykhaylovska, who leads university recruiting for Greylock's talent team, shares how to evaluate and recruit candidates at the earliest stages of their career, and outlines how startup founders can best structure the role to allow flexibility and growth along with the company. You can read a transcript of this interview here: https://greylock.com/greymatter/starting-points/
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