Founder and CEO of Agency360.
Matt Molter was a police officer for 11 years, then started Agency360 - a SaaS tool for tracking new hires for police departments and 911 centers.
3 ago, Molter realized he needed help, so he started hiring. He'd heard the classic advice ("A people hire other A people") and listened to Rob and Mike's hiring advice on their podcast, yet still made several hiring mistakes hiring his first five employees.
In this talk, Molter offers his tips for not falling for the same hiring mistakes he did so you can avoid the stress and pain of a bad hire.
You can reach Matt at email@example.com
Before you hire someone, define precisely what you want from them.
Make sure you've answered:
Don't just hire the first available person - take as much time as you need to find the right person. A bad hire can cost you months or years.
Make sure you're thinking about:
An outbound cold email for a potential candidate might look like this:
I am the founder of a growing software company out of Launch Fishers. As we continue to expand we are looking for a sales manager. Looking at your background we might be a good fit for each other. Do you have a few minutes to grab coffee and discuss?
Don't just rely on a reference to know if a candidate is right for your job. Potential hires aren't necessarily qualified because they worked for a big company. Bring them in for a longer interview and directly test:
The cream of the crop rises quickly with open-ended real-world-mocked tests.
After the test, ask your candidate how they think they did. You'll learn a lot about how they work.
I'm sending out a beautiful PDF eBook of notes from every MicroConf Starter and Growth talk – both Speaker and Attendee. Want a copy?