The End-To-End Guide to Startup Hires, From Yelp’s Former COO

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The End-To-End Guide to Startup Hires, From Yelp’s Former COO

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“This person is not only great at sales, but you built a sales team that’s great,” Donaker says.
‘I’ve got four years experience as a really strong finance person, I want to be your CFO.’ That’s silly talk, and we should all try to figure that out before we get very far in the process,” Donaker says.
Say something like, ‘seven years of finance experience at increasingly senior levels.’ That’s something I can look at a LinkedIn profile and say yes or no, this person meets this objective,” Donaker says.
Can you give me at least one good candidate?” Donaker says.
Personal reach-outs increase your chances of getting a helpful response, and these referred candidates are also more likely to be receptive because they’ve been referred by someone they trust,” Donaker says.
He must be really smart,’ and he sets up an interview,” Donaker says.

“If this person needs to make $300,000 and we’ve got a $100,000 budget, then hauling them in for a one-hour interview is a waste of time,” Donaker says.
“If this person needs to make $300,000 and we’ve got a $100,000 budget, then hauling them in for a one-hour interview is a waste of time,” Donaker says.
You probably don’t need to waste your time with an hour with that person,” Donaker says.
We’re judging for likeability, which has nothing to do with that job description you wrote up,” Donaker says.
If they’re open-ended questions, you could have as few as five for an hour-long interview,” Donaker says.

You’re not,” Donaker says.
It’s a statement that says, if this person is amazing, I’d like to hear back from you,” Donaker says.
It sort of says, “Hey, I’m intending to hire this person anyway so tell me how to make this work

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