In the beginning of 2018 I found myself looking for a new job. Not a lot of notice and a finite runway of time before I had to find the next thing. Not impossible within itself but I had some criteria in the back of my mind that would need to be addressed.
I started off as most people do. I went to Linkedin Jobs, Glassdoor, even Zip Recruiter to start seeing what opportunities were out there. There were a lot of open roles. Hundreds, just in the bay area alone. I clicked on a few, attached my resume, filled out some forms and then sent it into what I can only imagine is a fast-growing inbox of applications for someone to sift through.
It only took going through this process about 5 times before I felt like I was wasting my time.
It reminded me of cold calling. Blindly reaching out to people and hoping that they get my message and are interested enough to talk further. There has to be a better way.
So, I did what I do. I built a small campaign and I kicked off the job search on social media. Posting a video on Linkedin and getting the help of my network.
After the video I kept the campaign alive by continuing to post updates on the journey. My first rejection letter and a question to my network did well. It sparked a whole different conversation about the archaic processes by companies looking for the right person.
But this didn’t discourage me. I just kept scheduling interviews and talking with as many people and companies that I could. Every contact someone in my connections made an introduction to was another step closer to finding a new role. My inbound funnel became the focus and to start quickly qualifying or disqualifying companies based on who they were, what they did and how much of an impact did I think I could have.
To date, I have met with over 20 companies. Ranging in size from 30 employees to 4000. That’s a wide range but its more important to find a place that will last for a while and I can have an impact in than how many other people are running around the office.
I also decided that I needed a more formalized process for grading the companies I was talking to. I had a spreadsheet that I was using to keep track of all the companies. It had the basic info.
- Company name
- Call scheduled
- Contact name (hopefully its the hiring manager and not the recruiter)
- Funding stage
- # of employees
The data that matters looking for a job in 2018
The basic data wasnt enough so I expanded the sheet to cover additional information about the role, process and the people I interacted with.
This sheet keeps evolving but this is what it looks like now.
One of the newest additions was the column for ‘Recruitment process’ and for ‘Company impact’.
The recruitment process is one of those things again I was thinking about but wasn’t actually tracking in any objective way. How fast do the recruiters / hiring managers get back to you when you have questions? How difficult is it to schedule the interviews? Whats the experience the first time you walk into the office? Do they treat candidates like outsiders or do they bring you into the interview like you’re already part of the team?
All of these things are indicators to how the company operates and how much value they put into recruiting new talent.
Now I know I should be tracking more and you may have suggestions (I’m always open for feedback) but this is what I have for now, which is a lot better than just a company name, a name for a hiring manager and what stage I’m in the recruiting process.
It was suggested that I build in some weighted results for things like the hiring manager since that score is actually very important and should be graded higher than the recruitment process. That will be in V2.