It depends highly on the company's stage - number of employees, money raised, revenue, etc. I'd recommend you look at comparable companies by stage on www.angel.co and see what others are being offered from an equity + cash comp standpoint for Head of Marketing / CMO type roles.
I'd take a look at the large, established companies in the technology space in which you want to operate. Somewhere at one of those companies is an astute, experienced person who might be ready to get out of the big company environment if you come along with the right idea. E.g. Cisco if you ar...
How many people are you looking to roll this out to? I would caution against trying to automate what should be handled in person during the early days of your business. Talk to people. If they don't feel like you care (because you're automating the process), they won't give you valuable feedback.
This isn't very unusual or creative, but really go down every path you can to connect with someone who works there. It's the best way to get your resume past the initial gatekeepers. Some ideas: - Are you connected to anyone at the Startup on LinkedIn - invite them out to coffee -Does any alum...
Paid advertising on social media, particularly Twitter, Facebook and LinkedIn can be highly targeted and so I am sure you could find relevant keywords and topics to target using those platforms. Depending on where you are in the world, look for events on meetup.com and/or Yelp. There are almost ...
If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What...
Startup recruiting is really a full-contact sport that must be played to win by the Founder(s) of the Company. If you want to hire the best possible talent, you must be as focused on this task as you are a fundraising round (in other words, completely focused on it until it's DONE). Great techn...
I have advised a number of Clarity members on this question exactly. LinkedIn can be a great place to find your technical cofounder. I would look for someone who has been at their current company longer than 18 months and has relevant experience or interest in the problem you're looking to solv...
Yes to both. Because it is a lucrative business, there is a lot of competition. There are very few barriers to entry in the staffing/recruiting space (cash flow being one if you are focused on contract placements as you'll need free cash to support payroll). You need to be prepared to stick it...
Here's what you need to do to recruit any cofounder: 1) Prove or at least instill *high* confidence that you can fund the business or raise the funds required; 2) Demonstrate that you are someone worth following. What have you done previously that clearly shows to others that you have what i...