Recruiting Strategy – You can’t have your cake and eat it too (1 of 4)

Recruiting Strategy – You can’t have your cake and eat it too (1 of 4)

My favorite part of a new client relationship is hearing leaders talk about the future. How the company is going to change an industry or improve the lives of their customers.

It’s exciting stuff! Until it’s not because leaders want it all, right now and recruiting doesn’t work that way.

In this four part series, I’ll break down what I like to call the Trade Off Triangle (ToT) and how it will improve your startup recruiting strategies. But first, let me lay down the basics of the ToT.

The Trade Off Triangle (ToT)

With ToT, each of the three corners represent a variable: cost, complexity, and

time. Generally speaking, you can’t have the best of all three corners at once i.e. the best person, at a bargain, immediately.

Instead of hoping that you’ll find a Lead Software Engineer in Seattle for $75,000 tomorrow – let’s get real. You need to be deliberate and decide what is a non-negotiable and where you can flex.

One size does not fit all when it comes to the ToT and your recruiting strategies. Depending on your stage, the trade offs and strategies for hiring engineers vs sales people will look different.

In parts 2-4 of this series, I’ll explain each variable and provide examples of how GTA’s clients have won by making trade offs.

Intentional or Not, You’re Deciding

Before we go any further, you have to commit to making deliberate decisions about your recruiting strategy. You have to be the dissenting voice in the room when people think that they can have it all. If you’re not being intentional, you’re making decisions by default and I guarantee you won’t like your default results.

Getting better results starts with asking better questions.

  • What is most important and where can we flex?
  • Can we spend extra dollars on additional recruiting resources?
  • Can we adjust the requirements of the role and provide training or coaching?
  • Can we hire in another location or have the role be remote?
  • Will we relocate someone for the role?
  • What happens if we don’t fill the role(s) in 30, 60, 90 days? (business, team, customer impacts)

Track. Adapt. Repeat.

Now that you’ve identified your non-negotiables and where you can be more flexible, you can plan. Be sure to document your decision making process, what information you based your decisions on, what you decided, and who approved the plan. Review your progress to plan regularly and with leadership to be sure your plan still makes sense for the direction of the business. If anything has changed that would impact your corners be ready to adjust your strategies.

Up next, we’ll discuss the Cost corner of the startup recruiting Trade off Triangle (ToT).

If you’d like to learn more about Flywheel Talent Strategy, visit us at or send us a message.

Close Menu
Close Menu