What is the biggest secret and core criterion for startup recruitment?
Many people will say that loyalty, ability, age, education, personality, or gender, ethnicity, region, thinking, and whether it is consistent with the three views of the boss, and so on. In fact, these are not the biggest secrets of startup recruitment!
The biggest secret of startup recruitment is the point that many people ignore: that is, cheap! It sounds like a perverse ear, but it's actually just that!
How do startups hire people? Must be recruiting "cheap people"!
Cheap means relative to the market price. For example, if the average salary of a person in the market is 30,000 / month, and the startup recruits this person with a base salary of 10,000 + several options, then the startup recruits this person with a "cheap" price! Although startups also offer a number of options as compensation, the vast majority of startup options are irreproachable and are just a piece of waste paper!
The lower the market price for employees, the less the startup will want to hire because the "cheap" amount is small! For example, the average salary of another person in the market is only 8000 yuan / month, the startup company is good to say, and finally with 6500 yuan / month of the basic salary + a small number of options to attract this person, then the startup only took 1500 yuan (= 8000-6500) of the cheap, and the other party is not necessarily stable, the ability is not necessarily outstanding!
Understanding the above principles, we know very clearly how startups recruit people.
1. Why do startups like to find partners?
a) Because partners are relatively "cheapest" employees!
b) Many partners, the normal salary in the market is 2-100,000 / month, and then after entering the startup as a partner, the salary immediately becomes 5000-10000 yuan / month, some partners do not even take the basic salary, or long-term can not get the final salary, their own bottom to support the company to move forward!
c) Entrepreneurs will draw cakes for partners and give partners certain equity options. But entrepreneurs don't lose money at all, because entrepreneurs know very well that all equity options need to be profitable, or sold at a high premium, or IPO capital to be listed in order to cash out, and this probability is very, very low! Moreover, if the equity option really has the opportunity to be realized, then the entrepreneur also occupies the majority!
d) At the same time, entrepreneurs will also ask partners: obedient, less troublesome, capable, do not challenge themselves!
e) So almost all startups will try to find a partner, and the fundamental reason is that the partner is "the cheapest"!
2. Why do many startups like to find college and secondary school students? But why aren't most startups hiring key college graduates right now?
a) Many startups like to recruit college and secondary school interns and graduates, and the most important reason is "cheap". And college and secondary school students are obedient, a blank piece of paper, youthful vitality has momentum, open thinking and creativity, so that startups can be in line with the best trend of the times, and "cheap cost"!
b) Why aren't most startups hiring key college graduates anymore? The core reason is that the current key university graduates, the required salary treatment far exceeds the salary range of most startups, startups can not afford to recruit, can not afford, can not stay, and relative to the startup's own strength and capital level, these key university graduates are "too expensive", seriously not cost-effective.
c) Of course, many startups continue to recruit key university interns, because the salaries of interns are very low, there is no social security provident fund, and the IQ, wisdom and intelligence of key university students are still very good, and the performance of many key university students in the intern stage is far more than the regular employees of startups and the "old rivers and lakes" who have worked for many years. In the entrepreneurial stage, we have always had a tradition of recruiting key university interns, and the results are very good! Of course, we don't expect to be able to keep these interns, we really can't afford them, and they tend to have a better career path.
d) At present, the college and secondary school students recruited by start-up companies are generally mainly students of two books and three books, colleges, secondary schools and private colleges and universities. In the end, it is still "cheap".
e) Startups recruiting college and secondary school students must have a simple and rough, easy-to-implement training and assessment system, so that these college and secondary school students can grow rapidly and implement in practice! This is relatively high for entrepreneurs and department heads, and it is not possible to let it go unchecked or manage it in a free-range manner.
3. Why is it so difficult for middle-aged people to find a job?
a) Startups are also reluctant to recruit middle-aged people a lot of times.
b) Because middle-aged people have old and young, all kinds of trivia, the basic salary required is high, and the physical fitness may not be able to eat!
c) So, many people will say that middle-aged people have a wealth of work experience and life experience, why don't startups recruit? Because in the face of "price", the so-called advantages of middle-aged people do not appear to be competitive at all.
d) Why do many middle-aged people only choose Didi, takeaway, and express delivery? It is true that their "value for money" is not high, and many companies will not recruit.
e) Of course, if middle-aged people have a skill, good health, accept a relatively low salary (or basic salary + commission), and do not have a mess of chores, then startups are also happy to recruit such middle-aged people! Unfortunately, many middle-aged people do not have this kind of cognition and ability.
4. The old leader starts a business, why don't you recruit the old subordinates of the concubine family many times?
a) The old leader starts a business, not the old subordinate who does not want to use the concubine. It's more than enough and not enough!
b) Old leaders often don't know what the future holds for the company. And once you choose the old subordinates of the concubine lineage, the old leaders always have to give the old subordinates a treatment, a platform, the platform is good to say, the treatment is not easy to say. Because startups are tight on money. Relatively speaking, the "normal salary" of the old subordinates may be a "high expenditure"!
c) The old leaders also know that the old subordinates of the concubines are very loyal!
d) But loyalty is the cheapest!
e) No money, no afford to support people, even loyal subordinates have to support their families!
f) Have money and a large number of loyal employees in society! Therefore, the old leader does not lack "loyal subordinates", what is missing is money!
5. Why are people in the system generally not having good results when they go to startups?
a) Startups recruit people from within the system, all of which are high-paid.
b) The "talents" in the system with high salaries in the startup company are hoped that the "talents" in the system can bring a large number of relationship resources and project orders to create greater value for the company. Such startups are "cheap" to recruit talent!
c) However, once the talents in the system are selected, they will soon find that the original aura is given by the platform, they do not have much resource advantages themselves, the original form is exposed, the donkey skills are poor, it is difficult to bring great value to the startup, and naturally there is no good result!
d) Startups always look at the performance and look at the results!
6. Why do technical backbones and CTOs leave many startups?
a) This is closely related to the different stages of development of the startup. In essence, it is the startup that looks at this technical backbone and whether the CTO is "cheap"!
b) Take the simplest example.
c) For example, if a startup recruits a technical director (CTO), the company's valuation is 100 million yuan, and the technical director's basic salary is a few (the basic salary is not high), accounting for 10% of the shares, then the equity valuation of the technical director is 10 million. I heard that there are a lot of them, but at this stage, the success probability of the startup is only 1%, so the equity valuation of the technical director is only 100,000 (= 10 million * 1%), so the technical director is "super cheap", especially cheap!
d) After a while, the startup has grown somewhat, with a valuation of 1 billion yuan and a 10% equity valuation of 10% of the technical director at 100 million yuan. At the same time, the success probability of the startup company increases to 10%, when the equity valuation of the technical director has become 10 million (= 100 million * 10%), at this time the technical director has been relatively "not cheap", "not too cheap", but also within the affordable range of the startup (entrepreneur)!
e) Then, after a while, the startup will grow better and can be expected to go public in the next two or three years, with a valuation of 10 billion yuan. The 10% equity valuation of the technical director is 1 billion yuan. Moreover, the probability of success of the startup (the probability of IPO listing) increases to 50%, at this time, the equity valuation of the technical director has become 500 million yuan (= 1 billion * 50%), at this time the technical director is already very expensive, super not cheap! Startups will feel like a loss!
f) The money is moving! At this time, the startup company is very motivated, picking thorns everywhere, looking for faults, running the technical director, wanting to drive the technical director away, it is best to take back the equity! This is a great conflict of contradictions and interests, irreconcilable!
g) At the end of the day, it's the technical director who is "not cheap", it's too expensive!
That's the biggest secret of startup recruitment!
So, startups are hiring:
1, must be a crack soldier and a simple government!
2. The partner must sign a formal equity option agreement, before the partner signs, he must carefully read it several times word by word, and then sign and seal with the company to confirm! This is fundamental stuff!
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Graduated from Peking University, serial entrepreneur, more than 20 years of entrepreneurial practical experience. The main is to do rich second generation entrepreneurship consulting, the first entrepreneurial consulting.