Illustration / PETE RYANSix Ways
20 / ENTREPRENEUR.COM / September 2019How Do I Find Talent?
Recruiting staff is no easy feat. Six entrepreneurs share where they look—and what they look for.
4 / Support it.
“Through our work with
Molly Maid’s Ms. Molly
Foundation, which sup-
ports victims of domestic
abuse, I was recently
elected as a board mem-
ber to a local women’s
shelter, Empower house.
We’ve been able to
provide jobs to survivors
who are getting back
on their feet. We get
satisfaction from hiring
these strong and driven
women, and knowing
that because of those
jobs, they can support
their families.”
—CHRISHELLE EUGENE,
franchise owner,
Molly Maid6 / Attract it.
“I like people who reach
out directly, even when
there isn’t a job listing.
There are so many ways
to get in contact with our
team, including coming
by the Showfields retail
space and leaving a
résumé. I’m looking for
initiative in every new
hire, and how they apply
and what channel they
use says a lot about their
level of interest. If they
come to an interview
and have never been to
Showfields? We know
right away it’s not a fit.”
—KATIE HUNT, cofounder
and chief revenue
officer, Showfields2 / Test it.
“We ask every appli-
cant to complete a
screening task. We’re
looking for problem
solvers, so we ask
how they would tackle
a big challenge: How
would they get started?
How would they
measure success?
We include a link to
the task at the bottom
of a job posting. The
majority of applicants
email us their résumés
and fail to do the task.
So those who do
submit the task auto-
matically jump to the
top of the pipeline.”
—TARA CHKLOVSKI,
CEO, Iridescent3 / Accommodate it.
“As a fitness brand
geared toward moms,
we love to hire
mothers— and with our
current stage and size,
people working from
their own office works
for us. We use sites,
like the Second Shift,
that specifically work to
accommodate women
who very much value
their careers but do
not want the traditional
9-to-5 arrangement.”
—ALLISON RAPAPORT,
CEO, Every Mother5 / Poach it.
“When we were just
starting out, we kept a
list of the founders of
other companies we’d
met and would want to
work with. We’d keep
track of how their com-
panies were doing, and
if they were winding
down, we’d ask those
founders to join us on
our team. Those first few
people helped determine
the culture and DNA of
our company.”
—SAM CHAUDHARY,
cofounder and
CEO, ClassDojo1 / Cultivate it.
“We give first access
to internships to
members of our brand
ambassador program,
Dormifam. We’ll post
roles on The Muse jobs
site and then let our
Dormifam Facebook
group know about
them a few days
before we post them
to other job platforms
like LinkedIn. That’s
helped us fill customer
experience associate
roles and countless
internship positions.”
—AMANDA
ZUCKERMAN,
cofounder, Dormify