{"id":14354,"date":"2018-08-16T09:49:42","date_gmt":"2018-08-16T09:49:42","guid":{"rendered":"https:\/\/recruiterflow.com\/blog\/?p=763"},"modified":"2024-07-12T08:19:26","modified_gmt":"2024-07-12T08:19:26","slug":"built-team-40-amazing-people-1-year","status":"publish","type":"post","link":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/","title":{"rendered":"How I built a team of 40 amazing people in 1 year"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">This story starts in June last year. Pallav was looking to assemble a crew to propel Fusioncharts forward. A mutual friend introduced us because Pallav wanted to understand what he could do better. While I was in the meeting, I found myself being recruited and I agreed to take on the challenge. (I am still not sure if I would have said yes were I not in an inebriated state.) A month later I was sitting in Fusioncharts office looking at the challenge ahead.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this post I am going to talk about how we put together a team of brilliant hackers, hustlers, artists and storytellers driven to help people make better sense of their data.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Heres_what_I_had_to_achieve\"><\/span><b>Here&#8217;s what I had to achieve:<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Building the team for the next phase of growth for Fusioncharts. <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">6 kick-ass front-end developers who could understand and <a href=\"https:\/\/brainhub.eu\/library\/top-javascript-development-companies\" target=\"_blank\" rel=\"noopener\">write javascript code<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A head of sales<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A head of design along with three <a href=\"https:\/\/cantydigital.com.au\/service\/website-design\/\" target=\"_blank\" rel=\"noopener\">designers<\/a><\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A head of operations<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A head of the dev experience<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Head of marketing along with a team of three marketers<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">An engineering manager<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Three full-stack devs<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Deconstructing the problem<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Going in, it was pretty clear to me that the old way of posting and praying won&#8217;t work. I had to go out and pitch passive candidates. We already had a huge number of top-of-the-funnel applicants who were mostly unqualified. The majority of our bandwidth was being spent sifting through thousands of unqualified candidates. This meant we couldn&#8217;t spend enough time sourcing and engaging qualified candidates.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What we needed to do was to turn this around and focus on <a href=\"https:\/\/recruiterflow.com\/blog\/talent-sourcing-strategy\/\" target=\"_blank\" rel=\"noopener\">sourcing great candidates<\/a>. We decided to get proactive and source the candidates we wanted. Thus started our quest for a recruiting process that has given us amazing results. <\/span><\/p>\n<p><b>New recruiting process:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">We started looking at <a href=\"https:\/\/recruiterflow.com\/blog\/crafting-your-recruiting-pitch\/\" target=\"_blank\" rel=\"noopener\">recruiting as a sales problem<\/a> and adopted it for recruiting. Now we give lot of thought before we open the job and a well laid out strategy to find the perfect candidate.<\/span><\/p>\n<h3><b>Step 1: Defining the role<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Whenever we open a role, we sit down and define the role as best as we can in a dynamic startup environment. However, there are a few fundamentals that don\u2019t change and that\u2019s where we focus. <\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What high-level KPIs will the candidate be responsible for?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are the skills the ideal candidate should have?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What kind of past work the candidate should have done to hit the ground running?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Name a few probable companies where the candidate may be working.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What do you expect the candidate to achieve in 90 days?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What do you expect the candidate to achieve in 360 days?<\/span><\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-766\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/role-definition.png\" alt=\"role-definition-graphic\" width=\"660\" height=\"406\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/role-definition.png 660w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/role-definition-300x185.png 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/role-definition-600x369.png 600w\" sizes=\"(max-width: 660px) 100vw, 660px\" \/><\/p>\n<h3><b>Step 2: Create a candidate persona<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The next logical step is to <a href=\"https:\/\/recruiterflow.com\/blog\/create-candidate-persona-hire-better\/\" target=\"_blank\" rel=\"noopener\">create a candidate persona<\/a>. The role definition feeds into the process to create the candidate persona. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Building a persona is the first step toward identifying where will I find my ideal candidate and how should I pitch them. By experimenting for over a year, we have come pretty close to perfecting this. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">To get to an ideal candidate persona, use a simple template and get your hiring managers involved. For example, we are <a href=\"https:\/\/www.uptech.team\/blog\/how-to-find-app-developer\" target=\"_blank\" rel=\"noopener\">hiring a developer<\/a> to lead our front-end team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are the questions we try to answer.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are the skills the ideal candidate would have?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What kind of technologies would the ideal candidate be interested in? (Answer with specific fb groups, meet ups, GitHub repos)<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are the other companies where they might be working at? What is their current position?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What would their careers plan to look like and what would be the right next move for them?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For our example of Frontend lead here&#8217;s how we answered these questions.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are the skills the ideal candidate would have?<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The ideal candidate would have a deep interest in javascript, and visualization libraries. She&#8217;d be someone who can think and work on javascript on core computing principles.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">They have kicked the tires of emerging javascript frameworks just to satiate their curiosity.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What kind of technologies would interest the ideal candidate?<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The ideal candidate maybe follow a few git repos like &#8211; d3js, vuejs, reactjs, angularjs, reactnative, jquery<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">They would have an interest in emerging JS frameworks like reactsjs, nodejs, angular 4, vue.js, phantomJS to name a few.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What other companies where they might be working at?<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">I maintain a spreadsheet of companies that have great talent.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">A great way to find this is generally I search for jobs for the skill set. If a company is hiring for a particular skill set, they would have others with similar skill sets.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What would their careers plan to look like and what would be the right next move for them?<\/span>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Look at hiring manager&#8217;s careers progression<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What kind of challenges would they like to solve? Great people are ambitious and hungry for a seemingly impossible task.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">At the end of this exercise, I put this information together in a simple easy to understand <a href=\"https:\/\/slidemodel.com\/templates\/tag\/slide-deck\/\" target=\"_blank\" rel=\"noopener\">slide deck<\/a>. (You can use the <\/span><a href=\"https:\/\/docs.google.com\/forms\/d\/1Ih_Zkq3eVeCsb_GQzRSOyzG2IJXnXJL-Gi0vxHh-HM8\/viewform?edit_requested=true&amp;fbzx=4579322325530546700\"><span style=\"font-weight: 400;\">Candidate persona template<\/span><\/a><span style=\"font-weight: 400;\"> we created to get you started quickly)<\/span><\/p>\n<p><img decoding=\"async\" class=\"size-full wp-image-767 alignnone\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/candidate-persona-fusioncharts.png\" alt=\"candidate-persona\" width=\"786\" height=\"423\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/candidate-persona-fusioncharts.png 786w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/candidate-persona-fusioncharts-300x161.png 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/candidate-persona-fusioncharts-768x413.png 768w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/candidate-persona-fusioncharts-600x323.png 600w\" sizes=\"(max-width: 786px) 100vw, 786px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Sourcing_the_right_candidate\"><\/span><b>Sourcing the right candidate<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Sourcing mainly consists of two steps &#8211; \u00a0Identify and Engage. toolstack: Recruiterflow! <\/span><\/p>\n<h3><b>Identify:<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Identifying the right candidate is a highly iterative process. A feedback loop with your hiring manager helps you narrow down the best fit quickly. I source a few candidates and send them over to your hiring manager before reaching out to them. The hiring managers have been told about the process and they promptly get back to me. Each candidate qualified and disqualified comes with detailed notes on why the particular candidate was disqualified. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">The identification process is driven by the candidate persona document we have prepared. If there are disagreements or details that we missed, we can always go back and edit the candidate&#8217;s persona. The document acts as my north star <a href=\"https:\/\/recruiterflow.com\/blog\/sourcing-tools\/\" target=\"_blank\" rel=\"noopener\">when I am sourcing candidates<\/a>. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">The next step is identifying channels. I am already sure that you are tapping into the network of your team to get referrals(and they are by far the best source of hires). For this article, I am only going to focus on <a href=\"https:\/\/recruiterflow.com\/blog\/source-and-recruit-passive-candidates\/\" target=\"_blank\" rel=\"noopener\">sourcing passive candidates<\/a>. <\/span><\/p>\n<h4><b>Choose your channels<\/b><span style=\"font-weight: 400;\">:<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The most important part is identifying the channels to find your ideal candidate. In most cases, the answer is pretty obvious. For the lead frontend developer, I would be looking at LinkedIn, Github, and Stackoverflow. If that didn\u2019t work, I might even go to source candidates on meetup.com, medium, Twitter, and Facebook. <\/span><\/p>\n<p><b>LinkedIn<\/b><\/p>\n<p><span style=\"font-weight: 400;\">LinkedIn is the most popular choice when it comes to sourcing. I am not particularly a fan of the LinkedIn recruiter account but it&#8217;s nice to have. The best way to search LinkedIn is a boolean query. Gotta love them boolean queries! <\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are some excellent tools out there to help you create boolean search queries. These tools are great for your to start with. As you gain more experience, you can start composing your own boolean queries and nerd out on them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&lt;write actual query over here&gt;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are a few resources for you to get started:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Boolean query builder &#8211;<\/span><a href=\"https:\/\/source.socialtalent.co\"> <span style=\"font-weight: 400;\">Sourcehub<\/span><\/a><\/p>\n<p><a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LFYMC7N3SKQLqdTTZDMXU-d63Q7HMAZz9pdMb0wG_p4\/edit#gid=0\"><span style=\"font-weight: 400;\">A rather simpler boolean query builder google sheet<\/span><\/a><span style=\"font-weight: 400;\"> &#8211; Thanks Pierre Fortin<\/span><\/p>\n<p><a href=\"http:\/\/booleanblackbelt.com\/2012\/12\/whats-the-most-effective-way-to-x-ray-search-linkedin\/#.UVc8GhyG18E\"><span style=\"font-weight: 400;\">The best way x-ray search LinkedIn<\/span><\/a><span style=\"font-weight: 400;\"> &#8211; Boolean blackbelt.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/p>\n<p><b>Github:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">There are two ways to search for candidates on GitHub. One is to use google&#8217;s x-ray search or Github&#8217;s native search. I for one prefer github&#8217;s native search because of its accuracy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are some great articles to help you understand how to source on GitHub.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here are a few resources to help you get started:<\/span><\/p>\n<p><a href=\"https:\/\/www.sourcecon.com\/the-complete-guide-to-recruiting-and-sourcing-candidates-on-github\/\"><span style=\"font-weight: 400;\">The complete guide to recruit and source candidates on GitHub &#8211; Sourcecon<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.socialtalent.com\/blog\/recruitment\/how-to-use-github-to-find-super-talented-developers\"><span style=\"font-weight: 400;\">How to: Use GitHub to Find Super-Talented Developers<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Again. This is only to help you get started. Sourcing on GitHub is much more complex and another article for later!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">My query for the above role: <\/span><\/p>\n<p><span style=\"font-weight: 400;\">repo:d3js repo:vuejs repo:reactjs repo:angularjs repo:reactnative repo:jquery location:Bangalore followers:10..* language:JavaScript<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It searches for all the developers in Bangalore who follow\/contribute\/fork repos like angular, vuejs, reactnative, jquery written in javascript. Also, they need to have a minimum of 10 followers as it weeds out a lot of inactive developers with just an account on github. This yields 506 results! Plenty of fodder to work on. <\/span><\/p>\n<p><b>Stackoverflow: <\/b><\/p>\n<p><span style=\"font-weight: 400;\">Stackoverflow is the most underused and thus the most powerful way to source developers.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The best way is to <a href=\"https:\/\/learnsql.com\/blog\/sql-for-human-resources\/\" target=\"_blank\" rel=\"noopener\">write SQL queries<\/a> to query their internal database and find the best people. For a frontend developer working on angularJS in Bangalore, my query would look like this.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">SELECT<\/span><a href=\"http:\/\/u.id\"> <span style=\"font-weight: 400;\">u.Id<\/span><\/a><span style=\"font-weight: 400;\"> AS [User Link],<\/span><\/p>\n<p><span style=\"font-weight: 400;\">CONCAT(&#8216;<\/span><a href=\"https:\/\/stackoverflow.com\/users\/\"><span style=\"font-weight: 400;\">https:\/\/stackoverflow.com\/users\/<\/span><\/a><span style=\"font-weight: 400;\">&#8216;,<\/span><a href=\"http:\/\/u.id\"> <span style=\"font-weight: 400;\">u.Id<\/span><\/a><span style=\"font-weight: 400;\">) AS [Profile Link],<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.DisplayName,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.Location,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.WebsiteUrl,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.AboutMe,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.Views,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.UpVotes,<\/span><\/p>\n<p><span style=\"font-weight: 400;\">u.DownVotes<\/span><\/p>\n<p><span style=\"font-weight: 400;\">FROM Users u<\/span><\/p>\n<p><span style=\"font-weight: 400;\">JOIN (<\/span><\/p>\n<p><span style=\"font-weight: 400;\">SELECT DISTINCT UserId<\/span><\/p>\n<p><span style=\"font-weight: 400;\">FROM Badges<\/span><\/p>\n<p><span style=\"font-weight: 400;\">WHERE LOWER(Name) IN (&#8216;angularjs&#8217;, &#8216;angular-material&#8217;, &#8216;angular-dart&#8217;, &#8216;angular-cli&#8217;, &#8216;angular-material2&#8217;, &#8216;angular-ui&#8217;, &#8216;angular-ui-bootstrap&#8217;, &#8216;angular-ui-grid&#8217;, &#8216;angular2-changedetection&#8217;, &#8216;angular-ui-router&#8217;, &#8216;angular2-components&#8217;, &#8216;angular2-directives&#8217;, &#8216;angular2-forms&#8217;, &#8216;angular2-http&#8217;, &#8216;angular2-pipe&#8217;, &#8216;angular2-routing&#8217;, &#8216;angular2-services&#8217;, &#8216;angular2-template&#8217;, &#8216;angular2-testing&#8217;, &#8216;angularfire&#8217;, &#8216;angular-promise&#8217;, &#8216;angularfire2&#8217;, &#8216;angularjs-controller&#8217;, &#8216;angularjs-directive&#8217;, &#8216;angular-datatables&#8217;, &#8216;angularjs-e2e&#8217;, &#8216;angularjs-factory&#8217;, &#8216;angularjs-filter&#8217;, &#8216;angularjs-http&#8217;, &#8216;angularjs-ng-click&#8217;, &#8216;angular&#8217;, &#8216;angularjs-ng-model&#8217;, &#8216;angularjs-ng-repeat&#8217;, &#8216;angularjs-routing&#8217;, &#8216;angularjs-service&#8217;, &#8216;restangular&#8217;, &#8216;angularjs-scope&#8217;) AND<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Class IN (1, 2, 3) AND<\/span><\/p>\n<p><span style=\"font-weight: 400;\">TagBased = 1<\/span><\/p>\n<p><span style=\"font-weight: 400;\">) tag_badges<\/span><\/p>\n<p><span style=\"font-weight: 400;\">ON tag_badges.UserId =<\/span><a href=\"http:\/\/u.id\"> <span style=\"font-weight: 400;\">u.Id<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">WHERE LOWER(Location) LIKE &#8216;%bangalore%&#8217;<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you don&#8217;t know how to write an SQL query, folks at Recruiterflow have come up with a special tool to do that for you.<\/span><\/p>\n<p><a href=\"https:\/\/recruiterflow.com\/tools\/stackoverflow-query-generator\"><span style=\"font-weight: 400;\">SQL query generator to source on stackoverflow<\/span><\/a><\/p>\n<p><a href=\"https:\/\/www.sourcecon.com\/how-to-source-on-stackoverflow\/\"><span style=\"font-weight: 400;\">How to source on Stackoverflow?<\/span><\/a><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Engaging_passive_candidates\"><\/span><span style=\"font-weight: 400;\">Engaging passive candidates:<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The final step of the process is to go out and engage candidates. My preferred choice of weapon &#8211; Email sequences. Email sequences convert twice as well as LinkedIn inmails and generic emails. (Put this in quotes)<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-768\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/ezgif.com-optimize.gif\" alt=\"sourcing extension\" width=\"600\" height=\"338\" \/><\/p>\n<p><span style=\"font-weight: 400;\">First things first, you will need to find the candidate&#8217;s email id. I use Recruiterflow&#8217;s chrome extension and Lusha to find emails of candidates.<\/span><\/p>\n<p><b>Crafting the perfect cold email to a passive candidate<\/b><\/p>\n<p><span style=\"font-weight: 400;\">A cold email has four parts. Below, we will take a look at each part and end with a few examples of emails that have worked wonders for me.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Subject<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Introduction<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Pitch<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Call to action<\/span><\/li>\n<\/ul>\n<p><b>Subject:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">If there is one sentence in your email that deserves the most thought &#8211; it is the subject line. It is the most important line that deserves your highest attention. I have learned this the hard way. After multiple experiments, I&#8217;ve found the best subject line that works.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Subject: &lt;firstname&gt;, got a minute for a chat?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It is so simple and so banal that it doesn&#8217;t sound true. But surprisingly, this subject line has consistently delivered the best results for me.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The reason why it works is pretty simple. It&#8217;s short enough to be easily viewable on mobile devices. Mentioning the first name makes sure the candidate knows it&#8217;s not a random mass email. It also evokes the right amount of intrigue to get the email opened. Job well done!<\/span><\/p>\n<p><b>Introduction:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">This is where you open your email. The mistake most recruiters make is to ramble on about their companies. Unless you have a brand like a google or an amazon, most passive candidates are just not interested.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I keep this part short and sweet with a line about myself and why am I reaching out to you. This generally involves a project they did that caught my attention. It could even be a compliment on their current work. The purpose is to let the candidate know that this is an email crafted specifically for him\/her.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s a screenshot of an email using Recruiterflow\u2019s email campaigns(back then it was still in beta!) that is in my sent items. In case you are wondering, the person email was sent to is now part of our dev team!<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-769\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email.jpg\" alt=\"\" width=\"1097\" height=\"524\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email.jpg 1097w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email-300x143.jpg 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email-1024x489.jpg 1024w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email-768x367.jpg 768w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-first-email-600x287.jpg 600w\" sizes=\"(max-width: 1097px) 100vw, 1097px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The introduction is to get the candidate warmed up for the pitch that follows it.<\/span><\/p>\n<p><b>Pitch:<\/b><\/p>\n<p><span style=\"font-weight: 400;\">By the time candidate reaches the pitch, s\/he has already skimmed through the email once and read the introduction. Now their brains are on the verge of losing interest and are wondering, what&#8217;s in it for me?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The mistake a lot of us make is saying what do we want and not talking about what would a candidate want? Here\u2019s a truth that\u2019s unpleasant. Nobody cares what you want! Candidates want to know what\u2019s in it for them. I\u2019ve even seen the entire job description copy pasted in the mail. That&#8217;s just lazy recruiting!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your pitch needs to be around what&#8217;s in it for the candidate followed by an easy call to action. For our examples of front-end engineers, here&#8217;s how I would <a href=\"https:\/\/www.storydoc.com\/blog\/pitch-deck-examples\" target=\"_blank\" rel=\"noopener\">create a pitch<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A pitch has 4 essential parts<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What kind of challenges would you tackle working with us?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Why do I think you are a great person for the job (served with a pinch of flattery!)?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">The mission of the company and how well we&#8217;ve been executing\/growing?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are our culture and colleagues you will be working with?<\/span><\/li>\n<\/ul>\n<p><b>Call to action<\/b><\/p>\n<p><span style=\"font-weight: 400;\">A call to action gives an easy way for your candidate to indicate their interest. A big no is asking the candidate to apply on the careers page or an assignment\/take-home puzzle. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">My call to action has always been a brief 15 minutes call. If you\u2019ve written a good cold email, your target candidate should be willing to make an investment of 15 mins. A short call also forces the candidate to think about what we are going to talk about in the call. This makes the candidate invest in looking at the company and thinking about the role. The idea gets incepted and they can see themselves in the role I am selling.<\/span><\/p>\n<h3><b>Dos and Don&#8217;t for your cold email outreach<\/b><\/h3>\n<p><b>Dos for the email<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be brief and direct. Respect your candidate&#8217;s time.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Always remember &#8211; &#8220;What&#8217;s in it for me?&#8221;<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Flattery goes a long way<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Challenge the candidate.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Personalize the email. Nobody wants to be at the receiving end of a mass email.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Always follow up a couple of times before giving up.<\/span><\/li>\n<\/ul>\n<p><b>Don&#8217;ts for the email<\/b><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Don&#8217;t put the job description in the pitch<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Don&#8217;t put more than two links in the body of the email<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Use the candidate&#8217;s name in the subject<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Keep your call to action as simple as possible. In most cases, invite them for a call.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Don&#8217;t reach out to a candidate you don&#8217;t think you should have a call with.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Write emails that are verbose. As a golden rule, stick with less than 250 words.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Give up when you don&#8217;t get replies. Keep at it and you will.<\/span><\/li>\n<\/ul>\n<p><b>Your follow-up strategy<\/b><\/p>\n<p><span style=\"font-weight: 400;\">If you are going to cold email a candidate, don&#8217;t ever follow up. That way you are losing half the super qualified candidate. You can use any email automation software to automate this without investing a single minute of your time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">I keep my follow-up emails brief, automated and courteous. There are two reasons a candidate didn&#8217;t reply to you.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">They have absolutely no interest in the role<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">They forgot to write back to you.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">The purpose of the follow-up email is to get those who forgot to write back to take notice and respond to you.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This strategy has got me email replies like this.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-770\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response.jpg\" alt=\"\" width=\"1050\" height=\"371\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response.jpg 1050w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response-300x106.jpg 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response-1024x362.jpg 1024w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response-768x271.jpg 768w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-response-600x212.jpg 600w\" sizes=\"(max-width: 1050px) 100vw, 1050px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The best part &#8211; if a candidate is not ready right now, they are going to think of you the first time a thought occurs in their head for changing roles. You will catch them before they become fully active.<\/span><\/p>\n<h3><b>Results I&#8217;ve achieved<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">For this role, I reached out to just 51 carefully selected candidates using Recruiterflow\u2019s email campaigns. Out of these 51, 16 candidates got back to me. Half of them weren\u2019t interested and the other half were. We interviewed them and hired a candidate in the flat for 12 days!<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter size-full wp-image-771\" src=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-report.png\" alt=\"\" width=\"972\" height=\"574\" srcset=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-report.png 972w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-report-300x177.png 300w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-report-768x454.png 768w, https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/mahesh-report-600x354.png 600w\" sizes=\"(max-width: 972px) 100vw, 972px\" \/><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This story starts in June last year. Pallav was looking to assemble a crew to propel Fusioncharts forward. A mutual friend introduced us because Pallav wanted to understand what he could do better. While I was in the meeting, I found myself being recruited and I agreed to take on the challenge. (I am still <a href=\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\" class=\"more-link\">&#8230;<span class=\"screen-reader-text\">  How I built a team of 40 amazing people in 1 year<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":772,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[115],"tags":[138],"class_list":["post-14354","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruitment","tag-customer-stories"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.7 (Yoast SEO v26.7) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How I built a team of 40 amazing people in 1 year - Recruiterflow Blog<\/title>\n<meta name=\"description\" content=\"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How I built a team of 40 amazing people in 1 year\" \/>\n<meta property=\"og:description\" content=\"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\" \/>\n<meta property=\"og:site_name\" content=\"Recruiterflow Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/recruiterflow\" \/>\n<meta property=\"article:published_time\" content=\"2018-08-16T09:49:42+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-07-12T08:19:26+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png\" \/>\n\t<meta property=\"og:image:width\" content=\"710\" \/>\n\t<meta property=\"og:image:height\" content=\"362\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Abhishek Sharma\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@recruiterflow\" \/>\n<meta name=\"twitter:site\" content=\"@recruiterflow\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Abhishek Sharma\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\"},\"author\":{\"name\":\"Abhishek Sharma\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/6ab08d3340249b63c56479039c28aa3b\"},\"headline\":\"How I built a team of 40 amazing people in 1 year\",\"datePublished\":\"2018-08-16T09:49:42+00:00\",\"dateModified\":\"2024-07-12T08:19:26+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\"},\"wordCount\":2670,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/#organization\"},\"image\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png\",\"keywords\":[\"customer stories\"],\"articleSection\":[\"Recruitment\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\",\"url\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\",\"name\":\"How I built a team of 40 amazing people in 1 year - Recruiterflow Blog\",\"isPartOf\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png\",\"datePublished\":\"2018-08-16T09:49:42+00:00\",\"dateModified\":\"2024-07-12T08:19:26+00:00\",\"description\":\"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.\",\"breadcrumb\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage\",\"url\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png\",\"contentUrl\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png\",\"width\":710,\"height\":362,\"caption\":\"how to build a team\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/recruiterflow.com\/blog\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"How I built a team of 40 amazing people in 1 year\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#website\",\"url\":\"https:\/\/recruiterflow.com\/blog\/\",\"name\":\"Recruiterflow\",\"description\":\"Blog for Recruiting and Staffing Agencies\",\"publisher\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/recruiterflow.com\/blog\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#organization\",\"name\":\"Recruiterflow\",\"alternateName\":\"Recruiterflow\",\"url\":\"https:\/\/recruiterflow.com\/blog\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#\/schema\/logo\/image\/\",\"url\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2023\/05\/Group-6758.png\",\"contentUrl\":\"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2023\/05\/Group-6758.png\",\"width\":200,\"height\":200,\"caption\":\"Recruiterflow\"},\"image\":{\"@id\":\"https:\/\/recruiterflow.com\/blog\/#\/schema\/logo\/image\/\"},\"sameAs\":[\"https:\/\/www.facebook.com\/recruiterflow\",\"https:\/\/x.com\/recruiterflow\",\"https:\/\/www.linkedin.com\/company\/recruiterflow\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/6ab08d3340249b63c56479039c28aa3b\",\"name\":\"Abhishek Sharma\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/f11e32a5d9766be25d9425bf847984a3abcb13b6138678a9f7f89cf506a3ca0c?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/f11e32a5d9766be25d9425bf847984a3abcb13b6138678a9f7f89cf506a3ca0c?s=96&d=mm&r=g\",\"caption\":\"Abhishek Sharma\"},\"description\":\"Abhishek holds 7+ years of experience in helping companies rank for over 1,000 commercial keywords with a data-driven approach. As the SEO lead at Recruiterflow, he drives strategies that boost organic visibility and ensure competitive growth. Outside of work, Abhishek is a dedicated father of two, finding balance between his passion for SEO and family life.\",\"sameAs\":[\"https:\/\/recruiterflow.com\/blog\",\"https:\/\/www.linkedin.com\/in\/saas-seo-consultant\/\"],\"honorificPrefix\":\"Mr\",\"birthDate\":\"1996-02-02\",\"gender\":\"male\",\"knowsAbout\":[\"Search Engine Optimization\"],\"knowsLanguage\":[\"English\"],\"jobTitle\":\"SEO Specialist\",\"worksFor\":\"Manan Shah\",\"url\":\"https:\/\/recruiterflow.com\/blog\/author\/abhishek\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"How I built a team of 40 amazing people in 1 year - Recruiterflow Blog","description":"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/","og_locale":"en_US","og_type":"article","og_title":"How I built a team of 40 amazing people in 1 year","og_description":"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.","og_url":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/","og_site_name":"Recruiterflow Blog","article_publisher":"https:\/\/www.facebook.com\/recruiterflow","article_published_time":"2018-08-16T09:49:42+00:00","article_modified_time":"2024-07-12T08:19:26+00:00","og_image":[{"width":710,"height":362,"url":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png","type":"image\/png"}],"author":"Abhishek Sharma","twitter_card":"summary_large_image","twitter_creator":"@recruiterflow","twitter_site":"@recruiterflow","twitter_misc":{"Written by":"Abhishek Sharma","Est. reading time":"13 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#article","isPartOf":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/"},"author":{"name":"Abhishek Sharma","@id":"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/6ab08d3340249b63c56479039c28aa3b"},"headline":"How I built a team of 40 amazing people in 1 year","datePublished":"2018-08-16T09:49:42+00:00","dateModified":"2024-07-12T08:19:26+00:00","mainEntityOfPage":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/"},"wordCount":2670,"commentCount":0,"publisher":{"@id":"https:\/\/recruiterflow.com\/blog\/#organization"},"image":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage"},"thumbnailUrl":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png","keywords":["customer stories"],"articleSection":["Recruitment"],"inLanguage":"en-US","potentialAction":[{"@type":"CommentAction","name":"Comment","target":["https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#respond"]}]},{"@type":"WebPage","@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/","url":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/","name":"How I built a team of 40 amazing people in 1 year - Recruiterflow Blog","isPartOf":{"@id":"https:\/\/recruiterflow.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage"},"image":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage"},"thumbnailUrl":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png","datePublished":"2018-08-16T09:49:42+00:00","dateModified":"2024-07-12T08:19:26+00:00","description":"Check out this article to see how I was able to build a team of 40 amazing people in 1 year.","breadcrumb":{"@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#primaryimage","url":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png","contentUrl":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2018\/08\/maheh-article-feature-image.png","width":710,"height":362,"caption":"how to build a team"},{"@type":"BreadcrumbList","@id":"https:\/\/recruiterflow.com\/blog\/built-team-40-amazing-people-1-year\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/recruiterflow.com\/blog\/"},{"@type":"ListItem","position":2,"name":"How I built a team of 40 amazing people in 1 year"}]},{"@type":"WebSite","@id":"https:\/\/recruiterflow.com\/blog\/#website","url":"https:\/\/recruiterflow.com\/blog\/","name":"Recruiterflow","description":"Blog for Recruiting and Staffing Agencies","publisher":{"@id":"https:\/\/recruiterflow.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/recruiterflow.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/recruiterflow.com\/blog\/#organization","name":"Recruiterflow","alternateName":"Recruiterflow","url":"https:\/\/recruiterflow.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/recruiterflow.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2023\/05\/Group-6758.png","contentUrl":"https:\/\/recruiterflow.com\/blog\/wp-content\/uploads\/2023\/05\/Group-6758.png","width":200,"height":200,"caption":"Recruiterflow"},"image":{"@id":"https:\/\/recruiterflow.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/recruiterflow","https:\/\/x.com\/recruiterflow","https:\/\/www.linkedin.com\/company\/recruiterflow\/"]},{"@type":"Person","@id":"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/6ab08d3340249b63c56479039c28aa3b","name":"Abhishek Sharma","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/recruiterflow.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/f11e32a5d9766be25d9425bf847984a3abcb13b6138678a9f7f89cf506a3ca0c?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/f11e32a5d9766be25d9425bf847984a3abcb13b6138678a9f7f89cf506a3ca0c?s=96&d=mm&r=g","caption":"Abhishek Sharma"},"description":"Abhishek holds 7+ years of experience in helping companies rank for over 1,000 commercial keywords with a data-driven approach. As the SEO lead at Recruiterflow, he drives strategies that boost organic visibility and ensure competitive growth. Outside of work, Abhishek is a dedicated father of two, finding balance between his passion for SEO and family life.","sameAs":["https:\/\/recruiterflow.com\/blog","https:\/\/www.linkedin.com\/in\/saas-seo-consultant\/"],"honorificPrefix":"Mr","birthDate":"1996-02-02","gender":"male","knowsAbout":["Search Engine Optimization"],"knowsLanguage":["English"],"jobTitle":"SEO Specialist","worksFor":"Manan Shah","url":"https:\/\/recruiterflow.com\/blog\/author\/abhishek\/"}]}},"_links":{"self":[{"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/posts\/14354","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/comments?post=14354"}],"version-history":[{"count":6,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/posts\/14354\/revisions"}],"predecessor-version":[{"id":19140,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/posts\/14354\/revisions\/19140"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/media\/772"}],"wp:attachment":[{"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/media?parent=14354"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/categories?post=14354"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/recruiterflow.com\/blog\/wp-json\/wp\/v2\/tags?post=14354"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}