When our VP of Growth at HubSpot, Kieran Flanagan, told me to start recruiting a growth marketer for HubSpot’s new customer service product my gut reaction was:
“Sure, no problem.”
Quickly followed up by:
“I have no idea what I’m doing.”
I’d never hired anyone at HubSpot. I knew practically nothing about recruiting.
During my five-month journey of finding someone to join our team, I’ve learned hiring a smart marketer is extremely challenging. While I surely haven’t mastered hiring, I learned a few lessons along the way which I wish I knew when I started.
The #1 lesson I learned during the hiring process is recruiting is shockingly similar to customer acquisition.
My favorite customer acquisition framework is Ramit Sethi’s concept of “Go where the fish are.” You start by identifying what type of fish you want to catch, figure out where those fish are swimming, and then cast your net.
In this post, I’ll walk you through how I altered the “Go where the fish are” customer acquisition concept to apply to our hiring process. Here’s our a 3-step hiring framework that I now use for hiring at HubSpot.
- Identify the “fish” you want to catch → identify your ideal candidate.
- Go where the fish are → figure out where the most qualified candidates “hang out” online.
- Focus on lakes with fish, ignore the rest → Spend all your time recruiting where you get traction with highly-qualified candidates, and ignore recruiting channels that don’t yield the kinds of candidates you’re targeting.
Let’s get started with the first step.
Note: At the end of this article, you’ll find actionable templates we used in the interview process. This includes (1) the exact interview questions we asked, (2) the test assignment we sent candidates, and (3) our “sorry it didn’t work” email template we sent candidates who didn’t get the job.