HR for Start-Ups Content 2 Team - Setup Team Basics 360Method - - PowerPoint PPT Presentation

Team Setup & HR for Start-Ups

Content

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• 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

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Team Setup - Evaluation

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• 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

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• Product Development
• Production
• Marketing
• Sales
• Administration
• Policy & Regulations

Evaluate your Team - now

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Marketing & Sales Production Domain Know-How Administration Policy

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Estimates

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360°Team Evaluation

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Person

Team Members Friends Family Former Colleagues Customers

360°Team Evaluation

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1 2 3 4 5 6 7 8 9 10 Marketing & Sales Production Domain Know How Administration Policy

Dietmar & Alex – Massageequipment.COM

Dietmar Alexandra Team

360°Team Evaluation

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1 2 3 4 5 6 7 8 9 10 SW Development Machine Learning Framework X Project Management Front End

Markus & Rene Tech Team Setup

Markus Rene Team

HR for Start-Ups

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Easy Part – Process of hiring

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Define Role

• Requirements

Skills

• Optional Skills
• Pay-Range
• Check Red Tape

Fill the Funnel

• Network
• Advertising
• Forums / Events

Interview

• Pre-Select
• Prepare Interview
• Do the Interview
• Rate
• Decide

Finish the process

• Sign Contract
• Social Insurance

An analogy

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Product

• Requirements Skills
• Optional Skills
• Pay-Range
• Check Red Tape

Sales Funnel

• Network
• Advertising
• Forums / Events

Meetings & Research

• Pre-Select
• Prepare Interview
• Do the Interview
• Rate
• Decide

Closing the Deal

• Sign Contract
• Social Insurance

Hiring = Selling

Selling

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Great Start-Up CEOs invest up to 20% of their Time in HR

Define Role

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What person do we need?

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• 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

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Alternative Shapes

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Setup your Profile

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• 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

Funnel

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Fill the Funnel

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Jobs, Jobs, Jobs

A B C

• Like in a Sales Pitch:

– where do I find the right person? – What is his motivation to join? (pain / gain)

• Sources

– Online Search (linkedin, xing, crunchbase) – Inbound Sourcing – Advertising – Events – Network – …

• Fill the funnel and structure it

– Layers according to process

Interview

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Interview

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• 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

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• 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

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• 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

Finish the process

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Finish the process

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• 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

Other Topics

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Other Topics

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• Social Insurance
• Firing / Ending an Employment
• Lohnverrechnung