Team Setup & HR for Start-Ups
Content 2 • Team - Setup – Team Basics – 360°Method • HR for Start-Ups – What are you looking for? – Difficulty in hiring – Options / Compensation? – Where to find the right people?
Team Setup 3
Team Setup - Evaluation 4 • Good Guess: – Evaluate Setup after each big Milestone – Before Fundraising – When it “feels” like it is needed • Be clear and conscience about yourself and your team • Have a clear statement about culture • Take the existing team into the discussion for the future • Your team consists: – Founders – Employees – Advisor – Helping Network • Structure the team according to needs: – Legal advice might not be needed 40 h/week but once a month -> maybe a role in advisory board
Business Building Blocks 5 • Product Development • Production • Marketing • Sales • Administration • Policy & Regulations
Evaluate your Team - now 6 Marketing & Sales Policy Production 1 10 Domain Administration Know-How
Estimates 7
360°Team Evaluation 8 Team Members Customers Friends Person Former Family Colleagues
360°Team Evaluation 9 Dietmar & Alex – Massageequipment.COM Dietmar Alexandra Team Marketing & Sales 10 9 8 7 6 5 4 Policy Production 3 2 1 0 Administration Domain Know How
360°Team Evaluation 10 Markus & Rene Tech Team Setup Markus Rene Team SW Development 10 9 8 7 6 5 4 Front End Machine Learning 3 2 1 0 Project Management Framework X
11 HR for Start-Ups
Easy Part – Process of hiring 12 Finish the process • Sign Contract Interview • Social Insurance • Pre-Select • Prepare Interview Fill the Funnel • Do the Interview • Network • Rate • Advertising Define Role • Decide • Forums / Events • Requirements Skills • Optional Skills • Pay-Range • Check Red Tape
An analogy 13 Closing the Deal • Sign Contract • Social Insurance Meetings & Research • Pre-Select Sales Funnel • Prepare Interview • Network • Do the Interview • Advertising • Rate Product • Forums / Events • Decide • Requirements Skills • Optional Skills • Pay-Range • Check Red Tape Hiring = Selling
Selling 14 Great Start-Up CEOs invest up to 20% of their Time in HR
15 Define Role
What person do we need? 16 • What is the reason for hiring? – Work Overload in an area? • Process Hire • Junior might be good – Filling a gap in the team Setup? • Expert Hire / Experience Hire • What is expected of the hire? – Early Stage: Discuss with the team what needs to be done – Later Stage: Disuss with specific people what is needed – Later Stage: Have a strategic hiring plan + HR Manager • What is his skill set? – Technical (in terms of their trade) – Social – Mind-Set
T-Shaped People 17
Alternative Shapes 18
Setup your Profile 19 • Depending on your research write down the role – Real required skills – Optional Skills – Nice-to-have-but-i-do-not-care Skills • Salary/Cost – What can be paid – What is „ common “ – What additional benefits can you offer in this role • Double Check Red Tape – Visa/working permits – Minimum Wage – … • Plan Infrastructure – What do you need for a new employee • No „funny Names “ – no ninjas
20 Funnel
Fill the Funnel 21 • Like in a Sales Pitch: – where do I find the right person? – What is his motivation to join? C (pain / gain) B • Sources – Online Search A (linkedin, xing, crunchbase) – Inbound Sourcing – Advertising – Events Jobs, Jobs, Jobs – Network – … • Fill the funnel and structure it – Layers according to process
22 Interview
23
Interview 24 • Plan Interviews – How many stages? • At least 2 – Assignment in between? – How do you involve the Team? • Always involve the direct contact • Pre-Select – Verify your funnel vs. the profile of the person • Depending on Role: Add People you like – Call References! – Select the No-Shows • Always say: No thank you to every applicant! – Send an email with general information about the interview and if you expect portfolio or anything else to be brought with them
Interview 25 • Prepare the interview – What is it you want to verify in terms of requirements and his attitude – Do not do „Brain - Teasers“ for show – if assignments then do them so you can estimate how the applicant „ works internally “ • Interview Handling – Protocoll each interview (Best if a second person does it) – Be open and honest – Let them tell you about their motivation to join – Check his experiences and skills – Always ask about their expectations of the job and the team – Ask about their future outlook • Avoid topics: religion, pregnancy – Tell them about timeline & next steps
Interview 26 • Rate – Rate all qualifications, character and team fit from the hiring side – Have an open discussion about gut feeling of the team with the people • Decide – People where you have a so-so gut feeling are not to be hired – People that fit the team are better than people who have better required skill – Let People know after each round if they are in the next round or not – Avoid those damn „ phrases “ – you should have only invited people that can handle the „ true “ reason for not beeing hired – Better hire nobody than anybody
27 Finish the process
Finish the process 28 • Sign the Contract – Best contracts are „ no bullshit “ – Send the contract beforehand so the hire can read it easily – State Date & Time & Location for beginn of his employment • Plan the first week with the hire in advance • Check all red tape issues – Especially visas, social insurance and anything else you need to check • Evaluate your process – document each hire well so you can learn and come back to the old applications
29 Other Topics
Other Topics 30 • Social Insurance • Firing / Ending an Employment • Lohnverrechnung
Recommend
More recommend
