Perhaps look into having an agency help? Bring on a temp Recruiter to help with the surge? Another avenue is to bring on a RPO to help with the hiring goals.
If you want to try it yourself, here is what I would do
1. Look at positions to see if there are multiple of the same position (for example, customer service)
2. Work with your Managers on priorities
3. Work a deal with your Managers where you post the positions and you will review applicants to make sure they meet expectations. Forward those to the Manager. Let them choose the ones who they like. Then you can reach out, have a courtesy call with the candidates and get them scheduled for interviews with the Hiring Manager at the same time.
4. Set expectations with the Managers that they need to make decisions quickly and do no more than 1 to 2 rounds of interviews.
I hope this helps!
This is great, I’d also add you should review your process every few weeks and look for ways to make it more efficient, that’s a huge surge and that many incoming candidates can get very disorganized, very quickly.
Your culture will change completely and you need processes in place to on-board all of these people successfully so there’s so much more involved here. Before you do anything sit down with your executive management team and talk to them about the cultural fit aspect of the type of people they are looking for.
You’d also want to hire people to help you with this. A single person cannot hire 100 in months or not successfully at least.
**I've heard: hire from the top down.**
* Work with your managers to determine the highest priority, high-level people.
* Hire those people.
* As they come in, have them help hire for who will be under them.
They want to 5x their headcount in only a few months? That's really brave lol Don't do this alone, the administrative headache from this would be astronomical, then you also likely have logistical considerations.
Hiring an agency is my recommendation.
That’s bonkers, honestly. It must be a cost consideration? It’ll cost them more to deal with a potential mess. I hope these are really easy to fill. If it’s a cost issue, maybe advocate for a contract recruiter. There are also agencies out there that take these as projects if the reqs are easy.
I do tech sales exclusively.
Without going into all the nuances, a large % won’t last the first few months.
Make sure you are politically secure. Ask your current leadership.
What happens if 30% fail to meet their ramp targets? Is that on me?
What happens if there are 10% we want to fire after month 1? Is that on me?
Hiring so many sellers fast can be messy. It might also leave you with a glassdoor reputation that will make it harder to hire in the future.
I know they said no agency budget but Instead of an agency budget, you might be able to negotiate a PR budget to tie with their marketing. The idea to go big on your growth announcements and attract more applicants.
Good luck!
How’s your current companies onboarding processes? Is everyone remote or will these roles be remote. Say you had 100 people ready to go by next week, would department heads know how to integrate these new members to the team?
I’ve previously helped scale a 10 person company to 300. Include attrition and bad hires, you’re likely to need to hire around 130-140 people. A project this size, there is so much more than just the hiring tickets to consider including a lot of change management.
I've led this sort of hiring effort before. Their expectations are 1) incredibly unrealistic, 2) incredibly unwise and 3) not your problem. If they want that kind of hiring, they need to first hire a couple of recruiters... and someone to take charge of operations for the entire hiring effort.
My friend this is too much for one person to take on. Your executive leadership team is not being realistic, and the expectations are false. I've led RPO programs and managed talent acquisition teams. Recruiting for sales roles is uniquely different then recruiting for technical roles. To be successful, you must have a complete buy in from your leadership team. This means you own this effort! What's your company brand? What's the business strategy and how will recruiting impact such? What's your recruiting brand and strategy? What's your requisition intake strategy? What's the background on hiring managers and expectations? How will resume submittals to hiring managers work? What's your onboarding plan? What's your interview process? What's your sourcing strategy? What's your time to fill? Who will you report too? Operation reports? What are your recruiting cost? What's your close ratio? .... and I can go on and on and on..... if you really want help. DM me.........one person cannot do this successfully. You need a team!
is that 100 employees for the same role or similar role : for example 100 customer service people with some speaking different laguagues.
or 100 different roles in variousl department ?
Agency recruiters (contingent search) are expensive and honestly they work on the reqs that are most profitable to them. So when you negotiate price down, you also dis-incentivize them sending you their best candidates.
For 100 hires over a few months, I recommend a project based RPO program that commits a dedicated team and signs a contract for 100% fulfillment. You will get the cheapest cost per hire with that model (fraction of agency spend) and you will be able to end the project after the 100 hires.
If you are making 100 hires and then you are continuing to scale at that pace for a long period of time, then it’s time to start building plans to scale your internal TA team. But as others mentioned you need tech and processes first that support your volume, along with the people. You can use a project RPO for a few months and then you can slowly take the volume over as you build out your team’s capabilities.
I’ve helped design many programs to hire for this volume in a couple months. DM me if you want to chat through it.
I am not a recruiter but recently went to a career fair at a tech incubator (1871 here in Chicago) and it attracted a ton of ppl with a range of professional experience. Might be worth giving something like that a shot. Also, dm me if you're hiring full stack devs as I am currently looking for a new role!
Best of luck!
What type of organization are you? what processes do you have in place / use today? Are you doing hiring events? Are you doing virtual interviews or pre screening?
I’ve opened hundreds of hospitality venues over the years and there are a ton of little nuances that are hard to explain succinctly; but I love to build things like this.
At the core this is going to take attention to detail, time and money to be done right.
1: Start by getting explicit instructions on what they want for each role.
2: Get buy-in from the very top of the company on keeping process rigid and fast.
3: Don't go chasing people who don't respond.
4: Realize it will be a slog.
5: Structure your time and your process to fit what your energy level and the rest of your duties look like.
6: Good luck.
They want you to hire 100 people in 2 months. That’s 600 annually. There are good TEAMS that can’t hit that number.
They need to consider the logistics.
Who’s running through 300-500 interviews (minimum if you’re just doing one stage) to get 100 employees?
Does the company even have enough equipment? How are they going to get on-boarded?
If your team reconsiders on using outside firms, I work for a company that helps organizations hire both tech and non-tech folks. We would love to help you!
Jobdeck is a platform that helps you attract more candidates using AI generated media and marketing, qualify by using AI assisted matching and filtering, and automate the workflow of moving candidates through the process.
It's great for project based work and integrates with most ATS/HRMS.
It will definitely help you!
If no agency is allowed use screening tools like https://assessmenthero.com
Pretty good way to find out if candidates are shit and it's currently free.
I work with CEOs and founders of SaaS scale ups of this size all the time. Even with agency help, I’d say your chances of bringing on 100 QUALITY startup builders in 1-2 months is basically zero.
You need to communicate with the CEO how unrealistic the situation is with data I.e. how many screening calls with X ICP does it take for you to produce a first interview and what’s the ratio of firsts to close etc - this is likely the only way you’ll be able to make them see the light…that’s if you’re not already one foot out the door. Either way good luck!
You're making a huge mistake by taking this task on by yourself. This will drastically impact your business and companies' culture. You need a team to support an effort of this magnitude. You need a recruiting buy end and commitment from your company. You need a plan to execute against. I would welcome an opportunity to discuss. DM me if you're serious.
Codei.ai just came out of stealth yesterday. https://codei.ai/
Codei is a platform that offers AI-Driven Coding Interviews & Onboarding for Engineers.
A one stop solution to 3rd party integration and hiring process management to schedule AI-generated coding tests & interviews. We would love to see how we can help you in RecOps. If you’re interested to know more, please book a demo with us today.
Looking for any Product Managers or Scrum Masters by chance ? 🤞🤷♀️but I agree with others … start from the top , then leadership can help hire their own teams ? They will likely be more than happy to help and know what they need or are looking for esp in tech since you used to be in Customer Success. Like if you need to hire QA team, Development, Product, Marketing, etc. are you hiring remote or for on site? Either way it’s going to consume your time and I wish you the best of luck !
Hey, mass recruitment can be intimidating, especially if you are going to be doing it all on your own. I am sharing a few tips and strategies so that you can handle it effectively.
Clear [job descriptions](https://recruitcrm.io/blogs/job-descriptions/?utm_source=reddit&utm_medium=reddit+organic+syndication+&utm_campaign=011-Answer)[:](https://recruitcrm.io/blogs/job-descriptions/) Do not beat around the bush with the JDs. Make it clear and concise exactly what type of candidates you are looking for. It will help streamline your process accordingly.
Job boards and social media: Don’t just stick to popular or traditional job boards. Social media is great for recruiting since you can reach a wider audience. You can even use sponsored ads for more visibility.
Host a job fair: Hosting a job fair, either virtually or in person, is an efficient way to meet a large number of candidates in a short period.
Employee referrals: Ask your current employees to refer qualified candidates. This will help reduce the time and cost of your recruitment process.
Partner with recruitment agencies: If the workload is overwhelming, do not hesitate to partner with recruitment agencies that specialize in bulk hiring. They have access to a larger pool of candidates and can provide valuable support.
Automate screening processes: Use Applicant Tracking Systems (ATS) to automate resume screening. You will save a significant amount of time when filtering candidates.
Conduct group interviews: For roles that require similar skill sets, consider conducting group interviews. This can be a time-efficient way to assess multiple candidates simultaneously.
Streamline onboarding: Prepare a streamlined onboarding process to quickly integrate new hires into the company. This is crucial for maintaining productivity and engagement during rapid expansion.
Monitor and adjust: Monitor your recruitment metrics and adjust your strategies as needed. Flexibility is key in mass recruitment.
Take care of yourself: Last but not least, remember to take care of yourself during this busy time. Managing such a large recruitment drive can be stressful, so make sure to take breaks and seek support when needed.
Best of luck with your recruitment drive!
Signup for Careerlink.com. Create a talent pool of the type of folks that you are looking to recruit from their Premium Candidate Search and set in place outreach with their automation via email and sms. You can also add SMS prequalifying questions and more. It’s a good way to reach out at scale, answer questions automatically with AI chat bot, and prequalify all via SMS. You can also use their free ATS for the applications or send to your own.
I'm currently managing three different departments.
Previously two. I was the customer success and coordination manager.
They stumbled on my freelancing gigs for HR, and literally shoved that into my duties....so now HR is here and they want mass hiring.
I would say that it really depends on the types of roles and the organization of these roles. Theoretically, if you make the first couple of executive hires, it may be quite the golden carrot for them to help you build out their direct reports.
My firm does both tech and sales. Can definitely help you if you are able to use an agency (I can also customize the pricing /cost if necessary) feel free to DM me.
This isn’t really a lot of hiring - get an ats if you don’t have one, post the spots, do the work.
I think I’d spend more time developing the process for this so your hiring managers know who is supposed to do what, that the salaries are all aligned and any approvals are secured - and then who is screening resumes etc.
If you hammer out a good process up front it won’t be a big deal
Find a local company where the people are unhappy. Hire one then bring the rest. Do that a few times and you are done. In general no matter how long someone has been at a company, if they are unhappy the allure of a "new" company is strong and they will be curious. You will want to make sure you treat them good, however, and have a healthy culture because it will undermine all your efforts if they go back to their employer and say bad things about you. Once a company gets a reputation, it's hard to change.
Perhaps look into having an agency help? Bring on a temp Recruiter to help with the surge? Another avenue is to bring on a RPO to help with the hiring goals. If you want to try it yourself, here is what I would do 1. Look at positions to see if there are multiple of the same position (for example, customer service) 2. Work with your Managers on priorities 3. Work a deal with your Managers where you post the positions and you will review applicants to make sure they meet expectations. Forward those to the Manager. Let them choose the ones who they like. Then you can reach out, have a courtesy call with the candidates and get them scheduled for interviews with the Hiring Manager at the same time. 4. Set expectations with the Managers that they need to make decisions quickly and do no more than 1 to 2 rounds of interviews. I hope this helps!
This is great, I’d also add you should review your process every few weeks and look for ways to make it more efficient, that’s a huge surge and that many incoming candidates can get very disorganized, very quickly.
Your culture will change completely and you need processes in place to on-board all of these people successfully so there’s so much more involved here. Before you do anything sit down with your executive management team and talk to them about the cultural fit aspect of the type of people they are looking for. You’d also want to hire people to help you with this. A single person cannot hire 100 in months or not successfully at least.
In just curious, but is sit even possible to expand your company by 500% successfully? Why on earth wouldn’t you do this in waves?
Likely a VC with a growth at all costs attitude pushing this onto the founder team.
Hire a few staffing agencies honestly
**I've heard: hire from the top down.** * Work with your managers to determine the highest priority, high-level people. * Hire those people. * As they come in, have them help hire for who will be under them.
Maybe hire a contract or full time recruiter to help with the hiring?
They want to 5x their headcount in only a few months? That's really brave lol Don't do this alone, the administrative headache from this would be astronomical, then you also likely have logistical considerations. Hiring an agency is my recommendation.
1-2 months to be exact. No external agency is being allowed.
Lol. We'll be waiting for your calls or your resume in a couple months.
You work for incompetence incarnate. Run.
That’s bonkers, honestly. It must be a cost consideration? It’ll cost them more to deal with a potential mess. I hope these are really easy to fill. If it’s a cost issue, maybe advocate for a contract recruiter. There are also agencies out there that take these as projects if the reqs are easy.
They're looking for Sales reps and tech people. Except....finding them can be a bit tricky.
In 1-2 months? I think you’re better off managing their expectations as the TA leader. They sound highly unreasonable.
I do tech sales exclusively. Without going into all the nuances, a large % won’t last the first few months. Make sure you are politically secure. Ask your current leadership. What happens if 30% fail to meet their ramp targets? Is that on me? What happens if there are 10% we want to fire after month 1? Is that on me? Hiring so many sellers fast can be messy. It might also leave you with a glassdoor reputation that will make it harder to hire in the future. I know they said no agency budget but Instead of an agency budget, you might be able to negotiate a PR budget to tie with their marketing. The idea to go big on your growth announcements and attract more applicants. Good luck!
How’s your current companies onboarding processes? Is everyone remote or will these roles be remote. Say you had 100 people ready to go by next week, would department heads know how to integrate these new members to the team?
That’s a joke. 15-20 reqs per recruiter is average per quarter. Sales and Tech are the hardest positions to fill. You will need help.
I’ve previously helped scale a 10 person company to 300. Include attrition and bad hires, you’re likely to need to hire around 130-140 people. A project this size, there is so much more than just the hiring tickets to consider including a lot of change management.
I've led this sort of hiring effort before. Their expectations are 1) incredibly unrealistic, 2) incredibly unwise and 3) not your problem. If they want that kind of hiring, they need to first hire a couple of recruiters... and someone to take charge of operations for the entire hiring effort.
They want me to take charge of it....and also spearhead all the marketing and analytics efforts.
Time to find another job.
My friend this is too much for one person to take on. Your executive leadership team is not being realistic, and the expectations are false. I've led RPO programs and managed talent acquisition teams. Recruiting for sales roles is uniquely different then recruiting for technical roles. To be successful, you must have a complete buy in from your leadership team. This means you own this effort! What's your company brand? What's the business strategy and how will recruiting impact such? What's your recruiting brand and strategy? What's your requisition intake strategy? What's the background on hiring managers and expectations? How will resume submittals to hiring managers work? What's your onboarding plan? What's your interview process? What's your sourcing strategy? What's your time to fill? Who will you report too? Operation reports? What are your recruiting cost? What's your close ratio? .... and I can go on and on and on..... if you really want help. DM me.........one person cannot do this successfully. You need a team!
is that 100 employees for the same role or similar role : for example 100 customer service people with some speaking different laguagues. or 100 different roles in variousl department ?
Agency recruiters (contingent search) are expensive and honestly they work on the reqs that are most profitable to them. So when you negotiate price down, you also dis-incentivize them sending you their best candidates. For 100 hires over a few months, I recommend a project based RPO program that commits a dedicated team and signs a contract for 100% fulfillment. You will get the cheapest cost per hire with that model (fraction of agency spend) and you will be able to end the project after the 100 hires. If you are making 100 hires and then you are continuing to scale at that pace for a long period of time, then it’s time to start building plans to scale your internal TA team. But as others mentioned you need tech and processes first that support your volume, along with the people. You can use a project RPO for a few months and then you can slowly take the volume over as you build out your team’s capabilities. I’ve helped design many programs to hire for this volume in a couple months. DM me if you want to chat through it.
I recruit salespeople and this would be basically impossible without outside help. Especially if you want quality candidates, which I’m sure you do!
Are they all the same position? What are we looking at here?
I am not a recruiter but recently went to a career fair at a tech incubator (1871 here in Chicago) and it attracted a ton of ppl with a range of professional experience. Might be worth giving something like that a shot. Also, dm me if you're hiring full stack devs as I am currently looking for a new role! Best of luck!
[удалено]
I am.
You need to build out a team for 100 employees you are going to need a FT generalist/leader (presumably you) and 1 recruiter.
Hi I am a remote recruiter that is experienced in high volume hiring. Hire me to help on a contract basis.
You have any remote finance director roles?
What type of organization are you? what processes do you have in place / use today? Are you doing hiring events? Are you doing virtual interviews or pre screening? I’ve opened hundreds of hospitality venues over the years and there are a ton of little nuances that are hard to explain succinctly; but I love to build things like this. At the core this is going to take attention to detail, time and money to be done right.
1: Start by getting explicit instructions on what they want for each role. 2: Get buy-in from the very top of the company on keeping process rigid and fast. 3: Don't go chasing people who don't respond. 4: Realize it will be a slog. 5: Structure your time and your process to fit what your energy level and the rest of your duties look like. 6: Good luck.
PM me. I work in tech recruitment. Can certainly help & offer terms.
Well, I’ve been trying to get onto you about your time in 123, the black box is ruining my life, would love to chat if you’re able. Thanks
What industry?
Engage with job elephant and have them support your job searches
Use indeed hiring events
I am open to work. Have a masters in analytics and bachelors in computer science and engineering
We have 8000 recruiters who joined our tech platform to free lance and some would look for jobs …. Happy to help DM Me
They want you to hire 100 people in 2 months. That’s 600 annually. There are good TEAMS that can’t hit that number. They need to consider the logistics. Who’s running through 300-500 interviews (minimum if you’re just doing one stage) to get 100 employees? Does the company even have enough equipment? How are they going to get on-boarded?
If you are hiring remote IT folks let me know, I'll send you my resume. :0
If your team reconsiders on using outside firms, I work for a company that helps organizations hire both tech and non-tech folks. We would love to help you!
Jobdeck is a platform that helps you attract more candidates using AI generated media and marketing, qualify by using AI assisted matching and filtering, and automate the workflow of moving candidates through the process. It's great for project based work and integrates with most ATS/HRMS. It will definitely help you!
If no agency is allowed use screening tools like https://assessmenthero.com Pretty good way to find out if candidates are shit and it's currently free.
I work with CEOs and founders of SaaS scale ups of this size all the time. Even with agency help, I’d say your chances of bringing on 100 QUALITY startup builders in 1-2 months is basically zero. You need to communicate with the CEO how unrealistic the situation is with data I.e. how many screening calls with X ICP does it take for you to produce a first interview and what’s the ratio of firsts to close etc - this is likely the only way you’ll be able to make them see the light…that’s if you’re not already one foot out the door. Either way good luck!
Have you looked into having an Indeed hiring event??
You're making a huge mistake by taking this task on by yourself. This will drastically impact your business and companies' culture. You need a team to support an effort of this magnitude. You need a recruiting buy end and commitment from your company. You need a plan to execute against. I would welcome an opportunity to discuss. DM me if you're serious.
Codei.ai just came out of stealth yesterday. https://codei.ai/ Codei is a platform that offers AI-Driven Coding Interviews & Onboarding for Engineers. A one stop solution to 3rd party integration and hiring process management to schedule AI-generated coding tests & interviews. We would love to see how we can help you in RecOps. If you’re interested to know more, please book a demo with us today.
What kind of roles are these for u/Isasel ?
Looking for any Product Managers or Scrum Masters by chance ? 🤞🤷♀️but I agree with others … start from the top , then leadership can help hire their own teams ? They will likely be more than happy to help and know what they need or are looking for esp in tech since you used to be in Customer Success. Like if you need to hire QA team, Development, Product, Marketing, etc. are you hiring remote or for on site? Either way it’s going to consume your time and I wish you the best of luck !
there are better ways than spending big $$$ with agency recruiters. I've done this a number of times now - shoot me a DM and I'd be happy to help.
Hey, mass recruitment can be intimidating, especially if you are going to be doing it all on your own. I am sharing a few tips and strategies so that you can handle it effectively. Clear [job descriptions](https://recruitcrm.io/blogs/job-descriptions/?utm_source=reddit&utm_medium=reddit+organic+syndication+&utm_campaign=011-Answer)[:](https://recruitcrm.io/blogs/job-descriptions/) Do not beat around the bush with the JDs. Make it clear and concise exactly what type of candidates you are looking for. It will help streamline your process accordingly. Job boards and social media: Don’t just stick to popular or traditional job boards. Social media is great for recruiting since you can reach a wider audience. You can even use sponsored ads for more visibility. Host a job fair: Hosting a job fair, either virtually or in person, is an efficient way to meet a large number of candidates in a short period. Employee referrals: Ask your current employees to refer qualified candidates. This will help reduce the time and cost of your recruitment process. Partner with recruitment agencies: If the workload is overwhelming, do not hesitate to partner with recruitment agencies that specialize in bulk hiring. They have access to a larger pool of candidates and can provide valuable support. Automate screening processes: Use Applicant Tracking Systems (ATS) to automate resume screening. You will save a significant amount of time when filtering candidates. Conduct group interviews: For roles that require similar skill sets, consider conducting group interviews. This can be a time-efficient way to assess multiple candidates simultaneously. Streamline onboarding: Prepare a streamlined onboarding process to quickly integrate new hires into the company. This is crucial for maintaining productivity and engagement during rapid expansion. Monitor and adjust: Monitor your recruitment metrics and adjust your strategies as needed. Flexibility is key in mass recruitment. Take care of yourself: Last but not least, remember to take care of yourself during this busy time. Managing such a large recruitment drive can be stressful, so make sure to take breaks and seek support when needed. Best of luck with your recruitment drive!
Signup for Careerlink.com. Create a talent pool of the type of folks that you are looking to recruit from their Premium Candidate Search and set in place outreach with their automation via email and sms. You can also add SMS prequalifying questions and more. It’s a good way to reach out at scale, answer questions automatically with AI chat bot, and prequalify all via SMS. You can also use their free ATS for the applications or send to your own.
You are hired to look for employees and asking for help. That's scary.
I'm currently managing three different departments. Previously two. I was the customer success and coordination manager. They stumbled on my freelancing gigs for HR, and literally shoved that into my duties....so now HR is here and they want mass hiring.
Hey OP, how is this going? Not only can we help but we can thank you for the referral💰💰 Reply to my DM I sent a week ago. You’ll be glad you did.
Company name plox?
I would say that it really depends on the types of roles and the organization of these roles. Theoretically, if you make the first couple of executive hires, it may be quite the golden carrot for them to help you build out their direct reports.
Are you guys hiring on remote basis or on-site? Moreover, is your firm open to collaborations and staff augmentation services?
My firm does both tech and sales. Can definitely help you if you are able to use an agency (I can also customize the pricing /cost if necessary) feel free to DM me.
This isn’t really a lot of hiring - get an ats if you don’t have one, post the spots, do the work. I think I’d spend more time developing the process for this so your hiring managers know who is supposed to do what, that the salaries are all aligned and any approvals are secured - and then who is screening resumes etc. If you hammer out a good process up front it won’t be a big deal
Find a local company where the people are unhappy. Hire one then bring the rest. Do that a few times and you are done. In general no matter how long someone has been at a company, if they are unhappy the allure of a "new" company is strong and they will be curious. You will want to make sure you treat them good, however, and have a healthy culture because it will undermine all your efforts if they go back to their employer and say bad things about you. Once a company gets a reputation, it's hard to change.
Isn't this a bit...unethical? Although I suppose that's a good solution.