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Guest Post: Getting poached sounds like just another cost of doing business, until it happens to you. My company, a video platform for businesses based in Kitchener, Ontario, was raided by poachers after a new company moved into the region. I soon heard through the grapevine that if their HR department discovered a potential recruit had already received an offer from us, they’d automatically make one of their own with an incremental signing bonus. In other words, they were essentially using us to do their employee vetting for them.

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Guest Post: As one of the few female tech CEOs in Boston, I feel a tremendous amount of pressure to hire a diverse team. I fully believe that diverse teams are better teams. As a female CEO I thought it would be easier for me to find strong female candidates than other male founders, but historically, we have received 95% male applicants for all job postings which has led to a male-dominated team.

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It’s the classic Catch 22 situation hiring teams find themselves in. You have a referral program in place with a bonus included for your open software engineering and account executive roles. After launching the program you start seeing an overwhelming boost in referrals but those account executive referrals are not up to par. It’s almost a complete waste of time to even sift through them.

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The Drafted Slack Bot is the best place to make referrals and keep employee engagement at an all-time high. People like to use Slack to quickly make a referral. Included in the Slack referral form are options for how the referrer would like the talent team to reach out to the referral. We added a new option for those who want to reach out to their friend first.

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Referral parties tend to go something like this… A department of 20-30 people hangs around the office for a couple of extra hours to be fed pizza by the talent team. While eating a slice of pie they search through their LinkedIn connections to find some people that they can refer. Referrals are found, maybe even contacted, and recorded in an ATS, spreadsheet, or hopefully somewhere.

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Boston is a mecca for high growth startups. Sharing the talent pool with companies like Salsify, EzCater, and Toast is no easy feat. Not to mention competing with the likes of Facebook, Google, Microsoft, and Amazon offices. There’s a lot of companies reaching for the same talent right in Klaviyo’s backyard. What’s even harder is hiring quality people, fast.

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Lightspeed’s Startup Hiring Trends Report discovered that new hire onboarding, referral programs, and performance reviews were the most common. These programs are designed to foster career development, build company culture, and promote general employee well-being. They are the key to building and scaling successful teams.