(Early and growth-stage startups, this is especially relevant to you.)
If you believe this:
Within the ecosystems of technical talent, word-of-mouth drives more qualified inbound than any other channel.
Executing against that belief in order to become the word-of-mouth firm in your category should be your number one talent strategy.
Where to invest time and money should no longer be a question.
Bottom line: We need more pragmatic thinking in recruiting.
FTR, this doesn’t mean that you’re not filling open roles. This doesn’t mean that you stop doing outbound tomorrow.
This does mean that everyone at your company is clear on what you’re building towards—and more importantly, why.
There’s no confusion. No distractions. No clutter.
Everything you do gets checked against this.
The question you’re continually asking is: If we do [X], does it move us closer to or further away from being the word-of-mouth firm in our category?
And ultimately, this is how you wean yourself off of sourcing dependency and re-invest all of that budget that you’re giving to others back into yourselves.
If you know someone in your circle who's also thinking about this stuff, I'd be super grateful if you told them about this newsletter. Here's a link to share.