Why does it take some companies 3 months to hire for a role and others 3 weeks? A lot of it comes down to process. To speed up your hiring, you need to make sure that you're running a tight interview process. However, very few companies manage to do this.

For founders, there’s an obvious appeal to inbound recruiting. Instead of devoting time and resources to candidate outreach, you can focus on other tasks and let the applicants come to you. In short, inbound recruiting does all the work for founders. At least that’s the theory. There’s

As an early-stage founder, you’ll make dozens of decisions every day that will impact your company’s future. But few of those decisions will matter as much as who you hire—which can make those decisions the most anxiety-inducing ones you have to make. Which should you prioritize in

When people think of the tens of millions of jobs lost during the coronavirus crisis, they often picture the many hairdressers, servers, bartenders and retail salespeople unable to work in a pandemic. And while the hospitality and service industries have been hit the hardest by Covid-19, the tech sector hasn’

I wrote a blog post last month about my job search as an ex-Founder. In the blog, I talk about how I used my network to help me figure out what I wanted to do next with my career. I was originally unclear on the kind of role I wanted,

At Dover, we're helping companies find and engage the best people for their teamAfter working with 50+ of the fastest growing startups – we saw that our customers wanted help with creatives ideas for job descriptions, too.In this article, we'll talk about why JDs are important & introduce our fun

As a recruiting solution, we at Dover are often asked to focus a search on diversity. Sometimes this is because a mostly-male startup is looking for its first female engineering hire, or that a leadership team has looked around and realized that there aren't enough (or any!) underrepresented minorities in

The team at Dover has been very excited to see the increase in diversity & inclusion initiatives this year, especially when it comes to hiring. We've built out many features in our products that aim to increase diversity in our client's recruiting pipelines, and we're pleased to offer some of

In the age of COVID, everyone needs to get good at hiring remotely — fast. Dover sat down via video with Kevin Pursel, the former Head of Recruiting at GitLab (the famously fully remote open-source company), and current Head of Recruiting at States Title, to discuss remote hiring best practices and

Recruiting may be the most important job of any founder. It’s also the skill that, as a founder, you’re least likely to have when you’re starting a company. That’s not your fault—not many people who start companies come from a recruiting background. But ignorance of

As a founder, your network is the most valuable asset you have for early-stage startup recruiting. It’s also an asset too many founders are reluctant to leverage. The biggest worry seems to be that it will come off as too transactional. “Look at me! I’m an awesome founder,

As a founder, your instinct during any time of uncertainty is often to freeze hiring. Right now, with the effects of COVID-19 rippling through the economy, that’s what a lot of companies are doing. But while the virus’s second- and third-order effects will be challenging for almost every

Many companies are doing layoffs right now. Dover is compiling a comprehensive list of companies and people affected, so that each of them can quickly find a new opportunity. onesoftlanding.com If you have a spreadsheet of people that recently went through a layoff, message me or submit it directly

People often ask me for introductions, whether it’s hiring managers asking for candidate referrals, other startup founders asking for intros to investors, or my portfolio companies asking for intros to prospective customers. Here’s a request from an investor update I got recently: If you want to help: We’

As a founder or hiring manager at a growing startup, a huge portion of your time is dedicated to finding the best people for your team. You’ve made your first few hires from your network and from referrals, but after about 10–15 hires, you start to exhaust your