The Importance of Hiring an In-house Recruitment Team with Jeff Winter, VP of Talent Acquisition at Chime

In recruiting, "never ask somebody to do the job that you wouldn't do yourself".

When hiring recruiters, you should look for people who have a good attitude and can pick themselves up and keep going. The right attitude is the first thing every good recruiter brings to work. Ensure you build a team's architecture before recruiting a team

The best time to hire your first talent operator is when you get a good round of funding, you're going to grow, and you need to put a lot more structure into your recruiting infrastructure.

During Series A or B funding is when you should do your first big round of hiring. If you only have one recruiter or outsource sourcing, it may be hard to grow your business in the future.

In this episode of The Gradience Podcast, Nigel is joined by Jeff Winter, VP of Talent Acquisition at Chime

They cover:

👉 [ 00:10:30 ] Build a team's architecture before recruiting a team

👉 [ 00:14:50 ]There are many recruiters out there. Recruiters that distinguish themselves are those who have answers to the following:

Do you ethically carry out your recruitment activities?
Are you closing the right deals, or are you closing and having a ton of fallouts?

👉 [ 00:15:33 ] Fallout in recruiting is when you make the hire, but then that candidate quits within 90 days

👉 [ 00:17:00 ] When hiring recruiters, look for candidates with positive attitudes and the ability to pick themselves up and keep driving forward

👉 [ 00:18:34 ] The first attribute every successful recruiter comes to work with is the right attitude

👉 [ 00:33:30 ] The ideal time to bring in your first talent operator is when you secure a good round of funding, and you're going to experience some growth and need to put a lot more rigor into the infrastructure of recruiting

👉 [ 00:34:14 ] Your first big round of recruiting should be during Series A or B funding

👉 [ 00:35:05 ] If you use a single recruiter or outsource sourcing, it may not be easy to scale in the future

👉 [ 00:35:17 ] The difficulties of scale when using third-party leverage for sourcing and recruiting are:

It's harder to control the quality of candidates
Higher cost
A lack of communication or calibration between what the business needs and what the team is focusing on

👉 [ 00:36:11 ] Building an in-house recruiting team creates professional development opportunities for people

👉 [ 00:36:28 ] Having an internal recruitment team allows you to build out:

Employment brand
Talent operations
Candidate experience

👉 [ 00:47:10 ] As a founder, before you hire your first talent leader, ensure your potential candidate has a level of tenure, knowledge, and good networking ability

If you’re interested in getting team-building tips from a successful founder, want a peek into being a founder in an unexplored niche, want to learn how to create an organic culture for your team, interested in knowing what it's like to be a founder in an unfamiliar industry, want to build a cross-functional team and a team with the right atmosphere, tune in to this episode of The Gradience Podcast, a Podcast by Build Talent.

Subscribe here:

👉 YouTube: https://bit.ly/3MCamCW

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👉 Email: podcast@buildtalent.io

And connect with Jeff here:

👉 LinkedIn: https://www.linkedin.com/in/jeffwintersearch/

👉 Twitter: https://twitter.com/GravityWinter

About the Show

“The Gradience” is a podcast by Build Talent & hosted by Nigel Robinson, wherein each episode, we’ll be speaking with a founder or expert as we discuss the art & science of hiring leaders, why it matters, and how you can keep up.