SingleSprout

Hiring for a role should not take more than 8 weeks. But Gokul Rajaram has seen this time and time again. Time is money, and the ability to move quickly is a competitive advantage when it comes to early-stage hiring.

Wishing a happy 3 year anniversary to Matthew LaBrie & Corey Grant! We're so lucky to have you both on our team. Here's to another year!

Series A funding is getting harder and harder to secure because founders overlook a crucial aspect of investor interest. Imagine this: A promising AI startup struggles to secure Series A funding. Their product is innovative, but investors hesitate. The problem? Often their focus is too broad. The solution: Strategic specialization. -> Precise focus: Instead of being "just another AI startup," become the undisputed leader in a specific niche. -> Founder expertise: Leverage your unique industry knowledge. Your previous experience is your competitive edge. -> Proof of concept: Secure pilot customers in your niche. Demonstrate that you understand their needs like no one else. -> Market potential: Show that your specialization can generate a substantial, scalable business. -> Niche leadership: Establish yourself as the obvious choice in your vertical before considering expansion. Remember: A niche isn't necessarily small. It's a space where you can go deep, innovate, and stand out.

Latest q2 software engineering comp report (accepted offers) is out and it's a doozy. Please DM or email me natan@singlesprout.com for the data. Overall trends: - compensation is up big in q2 - companies hiring more for seniority - in-office requirements continue to rise ... and much more

Melia Russell (Business Insider) pulled the curtain back on the AI in technical interviews debate in a recent Business Insider article, and I was eager to share my thoughts. The bottom line is, the technical interview process is broken. AI or no AI, good candidates are left stumped by backwards brainteasers while subpar talent passes with flying colors, because some technicals are about memorization rather than true skill. If candidates are using AI, they best be able to explain their reasoning. If they used AI to make the process faster, that's a win all around. The problem comes when they lack the critical thinking skills to identify the problem, solve it, and explain it as well. A complete ban on AI in the technical though? In my opinion, it just communicates that the company may be slow to embrace the tools of the future. For the companies that don't adapt to AI, in the interview process OR on the job, you're going to hurt your ability to find the best talent. Check out the article in the comments.

AI in the technical interview? It's happening, and some companies aren't happy about it. SingleSprout Co-Founder, Natan 🌱 Fisher, shared his thoughts with Business Insider on the debate. "For the companies that don't adapt, you are going to hurt not only your ability to vet candidates, but I think the companies that do allow it, they're going to get better talent." What do you think? Is AI a helpful tool or an unfair advantage? Check out the full article linked in the comments!

Great founders with amazing potential often miss out on top talent because… they can't tell a good story. "But that's obvious Natan!" Yes, and it's the most obvious things in life that are usually not followed: - Spend less than you Save - Don't put metal in the microwave - Never trust yellow snow So how do you tell a better story? - A greater purpose. People are often motivated by a sense of purpose and the desire to contribute to something bigger than themselves. - Relatability to common challenges and problems. Potential candidates are drawn to companies that not only recognize real-world issues but are actively solving them. It shows that the company is grounded in reality and committed to making a tangible difference. - Pioneering new frontiers. Innovation excites people, and being part of groundbreaking work can be a major draw. - A high-growth environment. Many people seek opportunities for growth and development, both personally and professionally. - A team that beats the competition, past, present, and future. Stories of overcoming adversity resonate deeply and showcase the company’s strength and unity. Review your decks, job descriptions, any materials you have and update them so your story is aligned across the board. You're likely missing out on great people.

Last week, 8 companies reached out to learn more about SingleSprout. If you're considering using an external partner, how do you know if it's the right time? Maybe ask yourself: -> Are your internal applicants and referrals meeting the quality you want? -> Is the hiring process moving at the speed you need? Remember, 2-3 months to hire, another 2-3 months to ramp up—assuming everything goes perfectly. -> Is your team happy with the morale around hiring? If you’re getting all "No's," it might be time to consider an external partner. An inefficient hiring process drains your team’s velocity and innovation. While your competitors are shipping features and gaining market share, you’re stuck in interview mode. Success in engineering hinges on having the right talent at the right time. A great external partner cuts hiring time and brings high-quality candidates, so your team stays focused on solving problems and building great products.

Finding the perfect candidate at the perfect time feels like you need to get lucky... But you can stack the odds in your favor. After 11+ years in the recruitment trenches, I've discovered that success in recruiting can include luck, but it's about doing the small things right: 1) Define Your Ideal Candidate Craft a crystal-clear picture of your perfect hire beyond just skills and experience - cultural and value actions, and growth potential. The more specific you are, the easier it becomes to spot them in a crowd. 2) Cast a Wide Net Don’t wait for candidates to come to you -- proactively seek out talent in different places like online communities, industry events, employee referrals, etc. 3) Nurture Your Talent Pipeline Building relationships with potential candidates takes time. Start engaging with promising talent long before you have an open role. Share insights on LinkedIn, offer value, and create a genuine connection. When the time is right, they'll be more likely to say yes. 4) Craft an Irresistible Offer When you find the right candidate, make them an offer they can't refuse. Go beyond salary and benefits – highlight growth opportunities, unique perks, and the chance to make a real impact. 5) Move Quickly Making the decision to hire someone is daunting, but hesitation can be costly. When you find the right candidate, act fast. Streamline your hiring process, make decisions quickly, and communicate frequently. It seems like luck, but it isn't. It's like counting cards at the blackjack table.... a strategy that stacks the odds in your favor.

VCs are blessing more hiring, but with a warning: raising the next round is an uphill battle, so conserve cash. This advice has led some companies to hire on their own or find the cheapest agency out there. This reminds me of building a house. You have two options: hire an expert or DIY. Doing It Yourself: - Full ownership and cost-effective. - Higher risk of critical, costly mistakes. - Fixing errors consumes time, escalating frustration and expenses. Hiring an Expert: - Years of experience, big network. - More costly but less risky. - Knows common pitfalls and how to avoid them. - Often paid based on speed and project completion. While DIY hiring might seem like a good idea initially, it often leads to mistakes that delay progress and increase expenses. Just like in building a home, hiring professionals ensures the job gets done right the first time, saving time and money. Remember, it’s not just about getting the job done, but getting it done right. Consider the value of expertise.