Learn how you can hire better by leveraging the power of data.
She just joined a promising startup to lead marketing but she does not have any hiring experience, so she is a bit confused about the exact roles she needs, the right skills and compensation levels.
Looking at the profiles section, Lydia learns what are the most demanded roles for marketing.
After a quick look, she is able to divide the roles per type and seniority, and architect her dream team.
She will be looking after a social media manager, a growth hacker and 2 marketing interns.
Now that she knows the roles for her team, she wants to review the skills section in order to find out what to look for in a good candidate.
The report shows a high demand for social media marketing, so Lydia realized she will have to offer a good compensation package to stay competitive.
She writes down an opinionated list of mandatory and good-to-have skills and she feels almost ready to start looking for candidates.
Finally, Lydia needs to decide the salary range for each position. She wants to be competitive, but at the same time she works at a startup and needs to find the right balance.
She leverages the compensation reports to discover the salary spectrum.
After reviewing each position, she feels confident to negotiate with candidates a fair compensation package.
He is an HR consultant matching talent with local startups. He works hard to become more effective at identifying the right candidates and opportunities.
In order to get a better understanding of the market, he starts by looking at the average salary charts, which
display mean salaries for the most demanded roles.
He spends some time exploring the salary spectrum, finding out the compensation levels for many of the positions that he's managing.
After this exercise, Peter is able to assess the competitiveness of an opportunity right away.
A big part of Peter's job is identifying potential candidates for the offers that come in everyday at his company.
He decides to check the seniority charts, which display information about the types of roles (in terms of experience) that companies are looking for.
He learns that senior roles and interns have the highest demand, and within those, senior software developers are the most sought after profile.
Based on this information, he decides to actively expand his network with more senior professionals in order to find the right candidates quickly.
Apart from the specific skills required for each of the positions (programming languages, tools,...),
Peter is also interested in general competencies that make a great candidate.
He checks the skills section and chooses the competence category. He learns that communication skills are the single most important skill companies are looking for, followed by a good command of the English language and leadership.
Once again, he plans to come up with good indicators for each of these critical skills to become more effective when assessing candidate profiles.
At this early stage, they believe hiring the right people is critical to the success of the company. They want to make sure they have the necessary information about the market to take good decisions.
They are planning to build a remote team of developers in order to avoid spending capital in office space.
Janice is the CTO and is taking the lead on this front. She goes to the profiles section in order to learn more about remote positions.
Looking at the top remote roles chart, she realizes the market for remote developers is very competitive.
She continues exploring the profiles and salary sections, shaping little by little a competitive package for her team.
Carol is leading operations and she is responsible for creating a great work environment for the team.
She believes that employees are more commited to the company if they are co-owners, and the team agrees on that.
Carol knows plenty of startups offer equity as part of the compensation package but she is clueless about what would be a reasonable percentage.
Looking at the equity section, she learns the most popular range is between 0.1% and 0.5%. As she continues exploring the data, her equity offering becomes clearer.
Bruce is leading the business side of things and is responsible for finding investors for the business.
He is interested in having more information about funding opportunities.
He explores the funding by industry chart and learns what are the hottest industries for investors. Their product is an analytics solution, so he is happy to see the analytics industry within the top 5.
He notices that despite the large amount of capital, the number of investments are low compared to other industries at a similar level. This indicates one or various major rounds have occured, so he starts doing some research to identify these companies.