Talent42 2016 Presentation Dave Story DK Burnaby

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Make Everyone a Recruiter!
Dev team driven recruiting from startup to 3k+ employees
Dave Story –VP, Product Development
DK Burnaby – Sr. Manager, Recruiting
Tableau overview

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$205M
“Tableau will invest more in R&D
in the next 2 years
than in the past 10 years combined.”
- Christian Chabot
26% 27% 31%
DevTeam Size byYear (FTEs)
Yeartodate

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The Elite Startup Hiring Engine…
• Founders are passionately engaged in
hiring the company’s core talent
• Early leaders and key hires are hands on
in recruiting
• Everyone is engaged in hiring, everyone
has skin in the game
Somewhere along the way… It fizzles.
But what if you could scale it? We did…
Over the past 18 months…
Over 80% from referrals, referral
driven events, and direct recruiting
efforts in partnership with Dev
Remaining 20% from…
19% Applicants (Ads, Career Site)
0.31% from Agency
Other
(10% of total from Campus)

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LeadershipValues
• 7.We Recruit Great Talent
– “The most important thing we do as leaders is hire.”
– “Leaders personally drive and take responsibility for filling open
positions in our plan.”
– “We do not rely solely on the recruiting team to develop a
pipeline of exceptional candidates.”
– “Building great teams means building diverse teams.”
Everyone is a Recruiter

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What got you here….
Dev was awesome-er,
Dev Recruiting was broken.
To bring back the magic, we had to go
back to basics…
• Redesign Dev recruiting model
• Change/reinforce hiring beliefs
• Build a community
• Mobilize Dev
Changing Hiring Beliefs Beliefs
• We are company builders, everyone is a recruiter
• We hire great talent
• Great teams are diverse teams
Expectations
• Ownership of results
• 5-10 Hours / week on building pipeline
• Data transparency
• Hiring is a partnership
Behaviors
• HM’s and team engage in building the pipeline
• Sourcing, networking, referrals
• Collaborative, team based approach to hiring
• Engage with the outside dev community
• Seek and use recruiting data
• Learn and improve hiring practices
• Pilot new programs & tools
• Make diversity a priority

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How to ConvinceYour Key Leaders to Change
Convince the Head with Facts
A bad hire can cost as much as
5x the employee’s annual salary.
"These costs come in the form of recruitment, training, severance and
lost productivity. Furthermore a bad senior level hire can severely
damage a company’s external brand, impact customer trust and
loyalty, and result in a lost commercial opportunity.”

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Worst Hire
1.
2.
3.
Best Hire
1.
2.
3.
Engage the Heart with Stories about People
Write down three qualities of your
Our approach will get you more of the best
Engage the Hands with a Concrete Ask of Time
Hiring Managers should spend
5-10 hours per week,
per unique position
They must Source, Screen, Prep, Interview, Debrief, Close
alongside their genius consultant in Recruiting.

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Mobilizing Dev
New Structure – New Solutions
• Hiring training
• Continuous pipelining leadership
workgroup
• Hiring Community
• Hiring Co-Ops
• Referral driven events
• Community engagement
• Empower with data
Maximizing Referrals (it’s no secret)
• Rewarding bonuses
• Easy & responsive referral program
• Managers & Recruiters sitting with
teams to source and do outreach
• 120+ referral invites per event (10
per Area)
• Use events to stay connected to
our referral talent pool
• Dedicated sourcing to resurface
past referrals
• 55%+ from referrals, another 25%
from connections by teams
• 1 in 7 referrals in Dev is a hire

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Empowering Hiring Managers with Data
Data transparency means…
• Everyone has access to recruiting data
(except confidential candidate details)
• Anyone can build aViz to see and understand that data
• A self service approach to data
• Accountability between recruiters, managers, and senior leaders
As a result, we have a lot of ways of looking at our recruiting data.
Here are just a few examples…

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Want to Get inTouch? / Q&A
DK Burnaby www.linkedin.com/in/dkburnaby
dburnaby@tableau.com
Dave Story www.linkedin.com/in/davestory
dstory@tableau.com