Advisory

If you received an email today announcing that your company has filed its S-1, would your recruiting team know what to do? Do you know what an S-1 is? From our experience, that email has been followed by, “YAY, we’re finally going public!”, immediately followed by panic inducing questions like, “what are we allowed to say to candidates?” or “how do we pitch a job opportunity if you can’t talk about the value of an offer?”

“How do I make this process repeatable, and less time consuming for me?” This is the question recently asked by a leader at one of the early stage companies we’re working with. Through our Fractional Talent Partner offering, we partner with a VC firm to give extra support to their portfolio companies and that’s how we met this leader. 

Over the last month, we’ve spent a lot of time with recruiting leaders at events like RecFest, with our client companies, and in 1:1 conversations. Here is what we are hearing as top of mind going into Q4 and planning for next year.

With a general slowing of hiring across the industry, recruiting leaders and teams are re-evaluating their hiring processes from top to bottom. One area we see getting a lot of attention is the consistency of hiring decisions. Bar raisers, hiring committees and similar types of programs have been around seemingly since the early days of Silicon Valley. With the emergence of more tools and systems to better collect candidate assessment and performance data, the opportunity is there to modernize these programs. 

So much of what we’ve built at GBD reflects needs that we had when we were running recruiting in-house, and that’s especially true with our Advisory services.

What we believe should be the north star that guides any interview process from beginning to end.