Practical tips to "wow" your candidates. No more boring recruitment - design great candidate experience and stand out of the crowd. STRV approves.

1. STARTUP RECRUITMENT
TIPS

2. INFORMATION
Candidates want to know what to expect
during the recruitment process: each step,
who they will talk to, what will be
discussed and how long it will take.
We have a cool Google Slides presentation
that we share with candidates right after
they apply. Check it out here.

3. DO EVENTS
Invite potential candidates to your office
and share useful content with them. You
will demonstrate your competency, gain
visibility and get a chance to network.
Last year, we organized 45 events and
welcomed 3,700 people to our office.

4. OFFICE TOUR
People want to check out your offices, see
where their desk might be and meet their
future colleagues.
We always do an office tour. If your
interview is over Skype, don’t sit in a
boring meeting room. Use a mobile phone,
selfie stick and wireless hands-free set.
Walk around the office during the
interview. It looks very real and natural.

5. LUNCH WITH NEWCOMERS
During their first 4 weeks, the newcomer
will go to several lunches with randomly
selected people from different
departments.
It is a great way to help them create their
own internal network.

6. PREPARE SOMETHING SPECIAL
Show your new recruits you are excited to
have them join the team.
We print a personal badge for every
newcomer on our 3D printer. We record
the printing on a mobile phone and send it
to them a few days before their start date
to show them how much we care!

7. GET THEM TOGETHER
All newcomers join a dedicated Slack
group prior to their arrival. They can
exchange information and liaise with the
HR team.
Candidates love to feel like they are part of
the company before actually joining it.

8. OVERCOME THE DISTANCE
If you have remote workers, give them a
little tender loving care.
Share company insights, check in with
them on a regular basis and make them
feel like they are part of the gang.
The best things are often free.

9. FIRST DAY
Make it a great experience from Day 1.
When a newcomer arrives in town,
someone from the recruitment team goes
to pick him or her up at the airport.
Think about how to “wow” the new hire.
For example, a cold beer on a hot summer
day is very much appreciated.

10. LOVE WHAT YOU DO
Make sure that the people on your hiring
team really love their job and are genuinely
passionate about making candidates
happy. On average, one amazed
newcomer will generate 3 new candidates.

11. CODING TESTS
We ask all candidates to program an app
as a test project. It requires 20 hours of
coding.
To motivate them, they receive in-depth
technical feedback on their coding skills
from one of our senior software
engineers.

12. HAVE KILLER PROFILES
Make yourself visible to potential
candidates . Fine tune your company
profile on LinkedIn, StackOverflow,
Behance, AngelList and Glassdoor.
We encourage our employees to write
Glassdoor reviews, and we are happy to
have one of the highest scores.

13. INVEST A LOT OF TIME
Hiring 1 engineer requires around 50
hours of recruitment work, including
marketing, networking and interviewing.
There is no shortcut. Book this time in
your agenda or have someone help you.

14. ABOUT US

15. OUR WORK
We design and develop mobile apps, web
and backend solutions.
We have gradually added new services
such as Quality Assurance, Product
Development and Startup Consulting.
We work on client projects, but we also
have our own internal startups (Surge,
Ordr, Rapid.io)
https://www.strv.com/our-work

16. CLIENTS
We work with a number of US-based
startups, including Tinder, ClassDojo, Flip
and Rednote… just to name a few.
We have a diverse portfolio in terms of
industry, size and business model.

17. CONTACTS
David Semerad
CEO
david.semerad@strv.com
Matej Matolin
Talent Partner
matej.matolin@strv.com