San Francisco, California, United States
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How can recruiters build resilience while working remotely?
Knowing when to seek help is so important in a remote environment. It’s easy to become siloed when we don’t get the frequent face time in -office but that isolation can lead to us feeling stuck with problems that could easily be solved just by asking others for help. A few tips on this: 1) get to know people on other teams. I always try to get time with new hires as they come in so I can build connectivity from the start. 2) everything doesn’t have to be a 1:1. Quick slack pings can be a better method of getting feedback or help vs scheduling time on cal which often times feel hard to get done. 3) asking for help can often be a big way to boost trust amongst your team and give them a chance to have insight into your work and thinking.
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How do you find and keep the best talent for your startup?
Referrals often drive the early hires at startups. The people who are most likely to join an early stage company will know and trust the founders. The danger however is that if your network is homogenous, you are building your candidate pool with selection bias upfront. So what can you do? 1. If you are going to lean into referrals, make it clear that you want to create a diverse pipeline. Ask your team who were the best people they worked with that did not share their same background. 2. Partner with organizations who already have a built in diverse talent pool (women who code, devcolor, out in tech, nextplay etc.) 3. Diversify your sourcing channels. Build a dream list and passively source candidates that will round out the team.
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How can you coach a candidate who is nervous during an interview?
In my experience, nearly every candidate that walks through the door to interview is somewhat nervous (especially when I was at Google and Netflix). I like to make sure that everyone that interviews feels like they belong and have a fair chance to put their best foot forward. Some specific things I focus on is positive affirmation (e.g. “you got to this stage for a reason.”). Also making sure that I run through the full day so they know what to expect, when their breaks will be and that I’m always reachable by cell if something happens. Lastly, I try to help them attribute their nervousness to an exciting opportunity they are about to embark on vs doubting their skills.
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