A startup is just a crazy vision until someone makes it happen. When you're starting out and you have nothing, what really makes the difference are the people in your team. ✨ At TheFamily, we see time and time again that finding & retaining the right talent is one of the biggest pain for entrepreneurs. Never mind that working for a startup today is sexy. When you're in the midst of growth and chaos, you need an exceptional team to hold it all together. ✊ So if people are your #1 asset, let's talk seriously about HR  Join us to hear Lauren Lindh, Head of Talent Acquisition at Cherry Ventures, share her best tips & tools for hiring your A-team. Lauren is responsible for supporting Cherry and portfolio companies with everything HR-related. Before that, Lauren worked at McKinsey & Co., Egon Zehnder International and Rocket Internet, both in Brazil and Germany, supporting different ventures with recruiting across different regions.

1. Let’s cut the blábláblá and talk about HR
Workshop Cherry Ventures & TheFamily

2. Hi, hallo, oi!
• From São Paulo, Brazil
• Bs in InternaHonal RelaHons & Ms in Strategic People Management
• Previous employers -­‐ McKinsey & Co., Egon Zehnder Int, Rocket Internet (in SP & Berlin)
• Living
in
Berlin
since
mid
2015
(and
loving
it,
really)
• In HR/TA since 2010
• “Discovered” the start-­‐up world in 2014
• Placed 200+ candidates worldwide
• Currently at Cherry Ventures (German VC fund of eur150MM, 25+ poraolio companies)
in Berlin supporHng with Talent AcquisiHon and HR, also for the poraolio.

3. Why HR?
• HR is much more than “just the payroll” > it’s training, hiring, administraHve, your
employer branding, people development, culture, it is people – and should be heard
• When should a start up hire an HR?
• If
you
already
have
an
HR,
work
alongside
with
them
strategically
–
it’s
very
likely
they
will
know
your
people
beFer
than
you
• Make
Hme
for
it
and
to
work
on
your
culture
and
values
–
that’s
your
employer
branding
• During
very
early
stage,
it’s
likely
the
founders
will
split
acHviHes
and
cover
HR
acHviHes.

4. Talent AcquisiHon
• It is Talent Management, not only RecruiHng
• Planning & Strategy
• Excellence of processes
• Clear hiring process:
1. Real understanding of the need
2. RealisHc job descripHon
3. Clear parHcipaHon of the hiring manager (Hme/effort)
4. PosHng and Sourcing
5. Aligned interview steps with hiring managers
6. Feedbacks!
7. Hiring
• Filling a posiHon successfully is understanding the posiHon clearly, the real needs of the
hiring, the candidate’s profile and experience and both sides expectaHons. Your candidate,
who wasn’t hired today, can be your hiring in the future > KEEP NETWORKING

5. People OperaHons
• Employee
development
• Working
environment
–
culture
and
values
• Employer
branding
• Benefits
• Proper
onboarding
and
oOoarding
• Employee
retenHon
• Having
someone
in-­‐house
leads
to
a
consistent
process
of
all
of
the
menHoned
above
and
the
anHcipaHon
of
future
needs
and
improvements

6. Interview Hps
During
the
interview
process,
have
in
mind
simple
quesHons
such
as:
• Can
they
do
the
job?
• Do
they
have
the
necessary
skills?
• Who
are
they?
• Will
they
fit
in?
Some
Hps:
• Ask
mulHple
quesHons
to
validate
if
informaHon
are
accurate
• You
can
provide
a
quick
business
case
on
the
spot
to
understand
strategic
thinking/logic
• Request
facts
and
examples
of
accomplishments
• Ask
what
she/he
knows
about
your
company
and
if
any
quesHons
are
le[
• Prepare
yourself
differently
to
each
candidate
and
create
specific
quesHons
• Really
read
the
CV
of
the
candidate
in
advance
(please!)
• Do
some
research
on
former
employers
of
the
candidate
before
the
talk
• Always
give
a
feedback
to
the
candidate!

7. Some useful tools & channels (1/2)
• Recruitee
• Workable
• Jobvite
• Lever
• Avature
• Breezy
• Recruiterbox
• BambooHR
• Greenhouse
• BambooHR
• Greenhouse
• Personio
• HeavenHR
• So[garden
• Workday
ATS:
HRIS:

8. Some useful tools & channels (2/2)
• LinkedIn
• Xing
• Facebook
• Techcrunch
• MeetUp
• Medium
• Producthunt
• Networking!
• Events!
• Email
• Skype
• Whatsapp
• Facebook
• Hangout
• iMessage
• Slack
Sourcing:
CommunicaHon:

9. Wrap-­‐up and Q&A
• Transparency is core in an organizaHon
• Hire smart people (or train the average)
• When providing training, first try to summon someone from inside the organizaHon
• Work on ways of lerng your employees/team engaged and inspired
• Internal referrals are always a good thing -­‐ share your openings internally
• Most of people don’t quit their jobs, they quit their leader – extremely important to lead by example
… and the founder and core members should be this example
• When hiring a candidate, determine what’s required for him/her to make a change today: a CV is a
picture of their past and doens’t necessarily mean that he/she wants the same role > ALWAYS align
expectaHons.
• Q&A!

10. Thanks!
Thanks everyone and here are my contacts:
Lauren Lindh
E-­‐mail: lauren@cherry.vc
LinkedIn: www.linkedin.com/in/laurenlindh