Startup Hiring Advice from Lever CEO Sarah Nahm with Holly Liu

Sarah Nahm, CEO of Lever, did not grow up with the intention of becoming a founder, but her passion for problem-solving led her to start her own company. She left Google to create Lever because she wanted to solve a problem she experienced in the hiring process and believed that traditional applicant tracking systems were outdated. Lever focuses on streamlining the hiring process and improving candidate experience through collaborative hiring, automation, and analytics. In the early days of Lever, the team prioritized customer feedback and built a simple and user-friendly product. Fundraising and building the right team are crucial aspects of any organization, requiring effective strategies, diverse skills, and strong communication. Understanding someone's career motivations can be achieved by observing their actions, asking open-ended questions, and considering their values and interests. When interviewing, asking specific and open-ended questions, using behavioral interviewing techniques, and taking notes are important for gathering accurate information. Hiring remote employees offers flexibility and requires clear expectations and communication tools. Writing job descriptions around impact helps attract candidates passionate about making a difference. The biggest roadblock in making hiring more inclusive is the lack of diversity in the candidate pool, which can be overcome through targeted recruitment strategies and blind hiring techniques. Inclusion at a small company involves creating a diverse and welcoming environment with equal opportunities for growth. Valuing both technical and nontechnical perspectives is crucial for informed decision-making and successful outcomes. Setting up a culture that allows for conversations about diversity and inclusion requires creating a safe space, promoting active listening and empathy, providing education and training, and implementing inclusive policies and practices.

Did Sarah grow up thinking she'd be a founder?

Sarah did not grow up thinking she would be a founder, but circumstances and her passion for solving problems led her to become one.

Sarah did not have a clear vision of becoming a founder while growing up
She was driven by her passion for solving problems and making a difference
Sarah's journey to becoming a founder was influenced by her experiences and circumstances
She faced challenges and setbacks along the way, but persevered and learned from them
Sarah's determination and hard work ultimately led her to start her own company

Why did she decide to leave Google and start Lever?

She left Google because she wanted to solve a problem she experienced firsthand in the hiring process.
She wanted to create a more efficient and effective way for companies to hire top talent.
She believed that traditional applicant tracking systems were outdated and not user-friendly.
Lever aims to provide a modern and collaborative hiring platform for companies.
The company focuses on streamlining the hiring process and improving candidate experience.
Lever's platform offers features such as collaborative hiring, automation, and analytics.
The company has gained recognition and success in the HR tech industry.

Thinking about product in the early days of Lever

The early days of Lever were focused on building a product that solved a specific problem for customers.
The team prioritized customer feedback and used it to iterate and improve the product.
They focused on building a product that was simple and easy to use, with a strong emphasis on user experience.
Lever also invested in building a strong engineering team to ensure the product was scalable and reliable.
They recognized the importance of building a product that could adapt and evolve as the company grew.
Lever's early product thinking laid the foundation for their success in the recruiting software market.

Fundraising and figuring out the team

Fundraising and figuring out the team are crucial aspects of any organization. Here are the key points to consider:

Fundraising is essential for the financial sustainability of an organization.
It involves identifying potential donors and creating effective strategies to attract their support.
Building relationships with donors is crucial for long-term fundraising success.
Effective communication and storytelling can help inspire donors to contribute.
Developing a diverse fundraising strategy, including events, campaigns, and grants, can maximize fundraising efforts.
It is important to regularly evaluate and adjust fundraising strategies based on their effectiveness.
Figuring out the right team is crucial for successful fundraising.
A strong team should have a mix of skills, including marketing, communication, and relationship-building.
Team members should be passionate about the organization's mission and dedicated to achieving fundraising goals.
Regular team meetings and clear communication channels are essential for coordination and collaboration.
Providing training and support to team members can enhance their fundraising abilities.
Recognizing and appreciating the efforts of the team can boost morale and motivation.

How do you figure out someone's career motivations?

Understanding someone's career motivations can be achieved by observing their actions, asking open-ended questions, and considering their values and interests.

Key points:

Observe their actions and behaviors, as they can provide insights into their career motivations.
Ask open-ended questions to encourage them to reflect on their career goals and aspirations.
Consider their values and interests, as these can indicate what drives them in their career.
Pay attention to their past experiences and successes, as these can reveal patterns and preferences.
Take into account their long-term goals and aspirations, as these can provide clues about their career motivations.

Getting concrete when interviewing

Getting concrete when interviewing is crucial for gathering accurate and detailed information.

Key points:

Asking specific and open-ended questions helps to elicit detailed responses from interviewees.
Using behavioral interviewing techniques allows for a deeper understanding of a candidate's past experiences and actions.
Requesting examples and specific details helps to validate the interviewee's claims and assess their skills and abilities.
Active listening and probing further into responses can uncover additional information and clarify any ambiguities.
Taking notes during the interview aids in capturing important details and comparing candidates later on.

Hiring remote employees

Hiring remote employees is becoming increasingly popular in today's workforce.

Key points:

Remote work offers flexibility and allows companies to tap into a global talent pool.
Communication and collaboration tools are essential for successful remote work.
Remote employees should possess self-motivation and strong time management skills.
Companies need to establish clear expectations and guidelines for remote employees.
Remote work can lead to increased productivity and cost savings for companies.

Writing job descriptions around impact

Writing job descriptions around impact is crucial for attracting and hiring candidates who are passionate about making a difference.

Key points:

Job descriptions should clearly communicate the organization's mission and the impact the role will have on achieving it.
Highlight the specific outcomes and results that the candidate will be responsible for, emphasizing the positive change they can make.
Use language that inspires and motivates candidates, focusing on the meaningful work they will be doing.
Include information about the organization's values and culture to attract candidates who align with them.
Avoid generic descriptions and instead provide specific examples of how the role contributes to the organization's impact.

Eva Zhang asks - What's the biggest roadblock you faced in trying to make hiring more inclusive to diverse candidates?

The biggest roadblock in making hiring more inclusive to diverse candidates is the lack of diversity in the candidate pool.

Many companies struggle to attract diverse candidates due to limited outreach efforts and unconscious biases in the hiring process.
Traditional hiring methods often favor candidates from privileged backgrounds, perpetuating the lack of diversity in the workforce.
Inadequate representation of diverse employees in leadership positions hinders the creation of inclusive hiring practices.
Companies need to invest in targeted recruitment strategies, such as partnering with diverse organizations and implementing blind hiring techniques, to overcome these roadblocks.

What does thinking about inclusion mean at a small company?

Thinking about inclusion at a small company means creating a diverse and welcoming environment where everyone feels valued and included.

Key points:

Inclusion involves actively seeking out and valuing diverse perspectives and experiences.
It requires creating a culture of respect and empathy, where everyone feels comfortable expressing themselves.
Small companies can promote inclusion by implementing inclusive hiring practices and providing diversity training.
Inclusion also means providing equal opportunities for growth and advancement to all employees.
It is important to regularly assess and address any barriers to inclusion within the company.

Not buying into technical and nontechnical people

Not buying into technical and nontechnical people is about the importance of understanding and valuing the perspectives and expertise of both technical and nontechnical individuals in order to make informed decisions and achieve successful outcomes.

Key points:

Technical and nontechnical people bring different perspectives and expertise to the table, and it is important to recognize and value both.
Technical people have specialized knowledge and skills that are essential for solving complex technical problems and developing innovative solutions.
Nontechnical people bring a different set of skills, such as communication, creativity, and problem-solving, which are crucial for understanding user needs and translating technical solutions into practical applications.
Collaboration and effective communication between technical and nontechnical individuals are key to bridging the gap and ensuring successful outcomes.
Not buying into the perspectives and expertise of either group can lead to misunderstandings, ineffective decision-making, and missed opportunities for innovation and growth.

Setting up a culture that allows for conversations about diversity and inclusion

Setting up a culture that allows for conversations about diversity and inclusion is crucial for fostering a more inclusive and equitable environment.

Key points:

Creating a safe space for open and honest conversations about diversity and inclusion is essential.
Encouraging active listening and empathy can help individuals understand and appreciate different perspectives.
Providing education and training on diversity and inclusion can help raise awareness and promote understanding.
Implementing inclusive policies and practices can help ensure equal opportunities for all individuals.
Promoting diversity and inclusion requires ongoing commitment and continuous improvement.