My company Dover is building a recruiting orchestration platform to help companies find and hire the best talent. Over the past two years, I’ve helped 100+ founders and hiring managers understand how to run a data-driven recruiting process and get the results they want.This post is about the single most common mistake I’ve seen founders make when scaling up recruiting: misunderstanding how the shape of the candidate funnel will differ across candidate sources. Comparing candidate sources purely on time-to-hire or cost-per-hire is easy, but it’s often an oversimplification that can lead to inefficiencies in your interview process and misguided expectations about your candidate pipeline.
Keep reading
Introducing: Dover Recruiting Partners
We launched Dover Recruiting Partners, which connects you with expert recruiters for flexible on-demand recruiting help.
How to build stronger engineering teams through company values
Learn how strong company values can shape and motivate engineering teams, fostering collaboration, innovation, and a positive work environment.
Impact hiring: 3 things to consider when prioritizing diversity
Three things to weigh when you prioritize diversity in hiring, from proactive outreach to what happens after the offer, based on hiring for 50+ companies.
