Hi there.
Lorena here 😊
I want to share some principles I have regarding Talent Acquisition. My main goal here is to attract, connect, engage, and retain the A-players to join startups like yours. To achieve this, I have to think and act strategically to ensure I am establishing genuine and enduring connections.
In terms of my sourcing and outreach capabilities, I like using a variety of sourcing and search tools like LinkedIn, Github, Google X-Ray Boolean search strings, and job posting websites. I can efficiently perform more than 50 high-quality reach-outs per day. This is the right amount of personalized connections, meaning, qualify connections. My InMail response rate on LinkedIn is 39%, well above the average rate of 13%. I'm not limited to LinkedIn; I also like to use other sourcing methods and tools, like Telegram groups specialized and tailored to specific roles or technologies.
When it comes to my outreach approach, I prioritize personalization over generic messages. I always begin conversations by referencing something from the candidate's profile or discussing their initial experiences in the industry. This personalized approach has proven to be quite effective in initiating meaningful dialogues.
I actively engage with posts from Founding Engineers and Engineers, leveraging these interactions to showcase the job opportunities I'm working on. It's really relevant to my interactions that I am active commenting and interacting with my target public and that what I share is interested for them. This strategy not only fosters engagement but also helps me build a network of potential candidates. Instead of solely focusing on reaching out, I also concentrate on being reached out to, creating a dynamic and two-way communication channel.
Connecting with candidates with experience with LLMs:
“Hi! Today on the Nature Review Psychology issue, I read this about the intersection between LLM (your area) and Psychology (my area) - So I am eager to connect with you. https://www.nature.com/articles/s44159-023-00241-5#citeas
Being Really Specific:
"Hi XXXXX, I couldn't help but get excited when I saw your experience with Y and Z. We're building something (add the company mission) in the Web3 space and I am looking for Product Design Lead to drive our vision of becoming the one-stop solution for all token-based crypto. The role is based in NY and offers a competitive salary range of $100k - $220k. I'm eager to learn more about you.
Engaging:
"Hey XXXXX! I'm sure a lot has happened since your time at COMPANY back in YEAR, right? I'm currently on the lookout for a CTO, and your impressive track record at COMPANY and COMPANY suggests that we could explore some exciting opportunities together. How about we have a casual chat? It doesn't have to be formal; I'm here to have a genuine conversation.
Connecting with IOI/IMO medalists:
“Hi CANDIDATE. Wow. Congrats on being a Gold Medal at International Mathematical Olympiad (IMO). I am loving to connect and get to know IMO and IOI medalists. I hope you have a lovely day!”
The startups that I work seek candidates with outstanding backgrounds, often from top-tier startups and that come from an Ivy League school. Those kinda of candidates are not actually looking for a job at the the time. Consequently, sending generic outreach messages isn't effective in this context; these candidates are less likely to respond to such messages. To address this employ a combination of passive and active outreach strategies. While I actively identify and initiate contact with potential candidates, I also focus on nurturing relationships with candidates that I've connected in the past. This approach has allowed me to build a robust pipeline of talented who are already familiar with my network and the companies I represent.