It was just over a year ago that Catherine Harrison and I (Katie Green) showed up at ReadyTalk ready to take on the challenge of filling hard to find positions within engineering. Having both had backgrounds in agency recruiting and a year contract with Google, we felt our backgrounds had prepared us for the job! Not only was this a fun challenge, but we had the awesome opportunity to create ReadyTalk Engineering Recruiting from the ground up.
The first step was to put a process in place that we could share with Dan Cunningham (CTO) and Jason Collins (VP Engineering) so they understood how we were going to help build their engineering team. This included implementing a more aggressive referral program which we named "ReadyTalk Referral Program" or "RRP." Catherine and I sat down with each and every engineer to find out who they had worked with in the past, who they went to school with and who they were connected to on LinkedIn, Facebook or any other social media avenue. Referrals are the number one way to find and connect with superstars. As they say, good people know good people. This certainly held true as we had several hires within our first few months that came from ReadyTalk Engineers.
Our second step was candidate sourcing. For those of you that haven't heard this term before, sourcing essentially means scouring the pages of LinkedIn, university websites, networking groups and other internet resources. We then reach out to individuals who look like they could potentially be a great fit at ReadyTalk. The trick is that they are already working and might even be happy. This is where we convince them that we just want a few minutes of their time to share with them how great ReadyTalk is. Sourcing is what puts the wheels in motion and gives us the ability to put a greater volume of talent in front of our hiring managers. If a candidate we present looks like a good fit we will move forward in the interview process. This includes a phone interview, talents interview, technical interview and finally a cultural interview. Most candidates really admire our process and feel that they get the chance to really understand what ReadyTalk is all about.
The last stage includes offer negotiation, letter of employment and setting up the new engineer's first week or two of training. When we finally have a candidate that is a perfect fit for ReadyTalk and vice versa we have the great honor of moving forward with the offer! We will typically call our candidate and make our verbal offer as well as discuss the fantastic benefits package that ReadyTalk provides. We then send the Letter of Employment and let the team know that a new engineer will be joining their team! We have continued to streamline our onboarding process and have made some great improvements so the newest members of our team feel welcome and know what to expect.
We are excited and proud to help grow this fantastic company. It is nice to know that the work we do directly effects the outcome of our ReadyTalk products. As we add talented engineers to the team it means that ReadyTalk can provide a great cutting-edge technology that our customers love. If our products are amazing that means marketing and sales have more to be excited about and have the opportunity to share with our customers and future customers the great technology that we provide. It is amazing how it comes full circle and that by hiring the best and the brightest we have the opportunity to be a part of something great.
In honor of our first year we would like to thank ReadyTalk and the great people that gave us a chance to prove ourselves. Thank you to Dan King, Scott King, Dan Cunningham and Jason Collins. If it wasn't for this team of people that gave us the ability to just "run with it" we wouldn't have been nearly as successful.
As of today we have extended 27 offers and have had 24 accepts! Not bad for year one. We look forward to keeping this ball rolling, so if you are a great engineer or know one and what to join our amazing team be sure to connect with Catherine or me on LinkedIn.