Dave Gerhardt graduated from college in 2009 during a global economic crisis, with no clue what he wanted to do. Fast-forward 7 years: Dave runs marketing at Drift, one of Boston’s fastest-growing startups, and is a figurehead in Boston tech. The last time I caught up with Dave, we talked about how he got introduced to Drift’s Founders, David Cancel and Elias Torres. At Drafted, we love a good team origin story, so we talked about Drift, and how his career path helped guide that introduction. His career is a great example for recent grads and millennials. Through determination, curiosity, and introductions to great people, Dave has shaped an astounding early career. Here’s his story. Getting Started: Golf pro shops and paid[…]


This post was originally written by Amy Spurling, and featured on LinkedIn. I once hired a candidate for my team and unbeknownst to me, my CEO was friends with the candidate’s CEO. My CEO had no idea I was hiring this candidate (he wouldn’t have been involved in hiring someone junior to my team) and the other CEO and I were not friends. Despite this, a shit storm ensued where the CEOs had several heated conversations about what was and was not appropriate w/r/t hiring from their companies. This begs the question – what are the (unwritten) rules about hiring from a friend’s company? Conventional wisdom is that it is a dbag thing to do. In “The Hard Thing About Hard[…]


[This post was penned by VP Product at Lola Travel, Ellen Chisa and was originally posted on Medium.] Over the past few years, a lot of founder friends have asked me “should I hire a PM?” or “when should I hire my first PM?” and I’ve continued to think about it and observe other teams. I ended up in a unique position at Lola — you are almost never the first employee as a PM (one or more founders do Product). That’s given me the chance to see how we scaled our product organization from day one on. Sometimes scale means hiring, but sometimes it’s finding the right person internally or breaking the responsibilities up between multiple people. Not Until[…]


BDRs: Setting the sales stage. Successfully recruiting new business development reps (BDRs) can be quite the challenge. BDRs might be easier to hire than engineers, but it’s extremely difficult to predict their success. Don’t be fooled, though: Hiring the right BDR candidates is a crucial component to your sales team’s long-term success. BDRs often shape the culture of your sales team and are responsible for generating the pipeline that your quota-carrying reps need. That’s a lot of responsibility! Not to mention, if all goes to plan these hires will be on the front lines some time over the next 15-24 months. Now, factor in that these crucial hires often have less than 2 years experience in the real world. Scary[…]


Lola Travel: At a glance Lola travel is a trip planning iPhone app that provides users with a virtual travel assistant. In just six months, Lola used the Drafted referral network to: Hire 10 employees in under 6 months, including: 4 Software Engineers 4 Travel Consultants 1 Product Manager 1 Technical Recruiter Save $70,000 Reduce hiring time by 50% Lola’s hiring story Lola Travel is on the rise. Founded by former Kayak CTO, Paul English, Lola is revolutionizing the $150B offline travel industry. Lola makes it easy to plan trips using a handy mobile app with a direct line to travel experts. App users communicate with virtual travel assistants who can book every part of your trip: Hotels, flights, events… you name[…]

Steve jobs hiring quote

Hiring amazing teams takes hard work, and sometimes you need a little motivation to get out there find the right people. Here are 5 no-nonsense quotes from famous “hiring managers” that will get you amped to go build your next great team. “You need to have a collaborative hiring process.” – Steve Jobs Click To Tweet “What you want is someone who will take the bus with you when the limo breaks down.” – Oprah Click To Tweet “People make the dream a reality.” – Walt Disney Click To Tweet “If you think it’s expensive to hire a professional, wait until you hire an amateur.” – Red Adair Click To Tweet “Time spent on hiring is time well spent.” –[…]

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In a candidate’s market, even the best companies need a strong employment brand to win the war for talent. Just as a product brand is defined by the customer experience, your employment brand is defined by the employee experience at your company.  How To Create A Better Employment Brand Most visitors to your website may not be actively looking for a job but would be open to new opportunities. A great employment brand works in the background to keep the career opportunities at your company top of mind for all visitors, slowly converting them from visitors to candidates or referrers. Do they come away feeling positive or neutral about your company? Can they easily find good reviews from your current employees online? If someone walked into a[…]


There are 3 key questions to ask yourself before even thinking about making your first sales hire. Have you found product-market fit? Meaning, do you have one person who actually wants to buy what you are selling. Do you have a big enough market that warrants a sales team? Have you tried selling the product on your own for an extended period of time? If the answer is yes to all of the above, you may be in the right position to hire your first sales rep. But, where do you find someone that can do the job, and more importantly, give feedback to the people building the product so that you know what to build? Since this is a very unique set[…]