- "The very thought of recruiting top technical talent that leading companies are trying to recruit can be daunting at best," says Dan Adika, CEO and Co-Founder at WalkMe, and contributor to Forbes. He says that startups have the added challenge of needing great people, fast.
- According to a Corporate Responsibility Magazine and Allegis Group Services Study, " 84% of working adults would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation." This is something that Adika mentions can be leveraged to attract candidates.
- By focusing on a few key steps, Adika was able to recruit outstanding employees before the likes of Facebook, Google, and other giants in the technology market got to them. These steps included: being daring, focusing on the potential of candidates, being creative in approaching candidates, emphasizing the corporate culture, giving responsibility early on and being flexible with candidates.
There is much to be learned from this example of a technical startup competing for talent in a very strategic way. By tapping into the needs and desires of candidates, WalkMe was able to acquire quality employees to grow the company rapidly.
Reputation matters to today's technology worker. Large companies may have all the perks, but startups can develop attractive salaries and corporate cultures that reel in top talent. It's possible that because they have greater flexibility in the startup phase, that small companies can use this to their advantage by hiring people on their terms — a factor that can be highly attractive to talent.