YAML
---
name: recruiting-engineers-startups
description: Sources, screens, and manages full-cycle recruitment for engineering roles at startups using the MATCH framework. Use when hiring technical talent for early-stage companies.
---

Engineering Recruitment for Startups

Immediate sourcing sprint:

1. Define role requirements (5 must-haves max)
2. Search GitHub/LinkedIn for relevant keywords + location
3. Send 10 personalized messages using this template:
   "Hi [Name], saw your work on [specific project]. We're a [stage] startup 
    building [problem solution]. Looking for [role] to [specific impact]. 
    Interested in a quick chat?"
4. Schedule 15-min screening calls within 48 hours

Full recruitment cycle:

Progress:

• Define role - Write 1-page job spec with must-haves vs nice-to-haves
• Source candidates - Use GitHub, LinkedIn, AngelList, referrals (aim for 50+ prospects)
• Initial outreach - Send personalized messages (20% response rate target)
• Screen with MATCH - 15-min calls using framework below
• Technical screening - Coordinate with hiring manager for coding challenge/interview
• Culture fit - 30-min behavioral interview with team members
• Reference checks - Quick calls with 2 previous managers/colleagues
• Offer negotiation - Present competitive package, handle counteroffers
• Onboarding prep - Coordinate start date, equipment, first-week plan

MATCH Screening Framework:

• Motivation - Why interested in startups? What drives them?
• Ability - Technical skills demonstration, past projects
• Timing - Availability, notice period, urgency level
• Culture - Work style, communication preferences, team fit
• Hungry - Growth mindset, willingness to wear multiple hats

Example 1: Input: Senior Full-Stack Engineer role at Series A fintech startup Output:

• Sourced from: GitHub users with React/Node.js commits, ex-employees of similar fintechs
• Message: "Hi Sarah, impressed by your payment processing work at [Company]. We're building next-gen financial infrastructure for SMBs. Our Series A team needs a senior full-stack engineer to lead our merchant dashboard. 15-min chat this week?"
• MATCH results: High motivation (wants ownership), strong ability (built similar systems), available in 3 weeks, culture fit (prefers small teams), very hungry (asks about equity/growth)

Example 2: Input: First engineering hire at pre-seed startup Output:

• Sourced from: Bootcamp graduates, junior devs at big tech wanting more impact
• Focus: Potential over experience, cultural alignment critical
• MATCH emphasis: Motivation (why leave stability?) and Hungry (ready for ambiguity?)

• Quality over quantity - Better to deeply engage 20 great candidates than spam 200
• Sell the vision first - Lead with company mission, not just role requirements
• Move fast - Respond within 2 hours, schedule interviews within 24 hours
• Leverage founders - Have CEO/CTO involved in final interviews for senior roles
• Competitive intelligence - Know what other startups are offering (salary, equity, benefits)
• Build talent pipeline - Stay in touch with "not now" candidates for future roles
• Use warm intros - Employee referrals convert 5x higher than cold outreach

• Overemphasizing Big Tech experience - Startup skills often different from FAANG skills
• Lengthy interview processes - Good candidates will drop out after 4+ rounds
• Lowballing on equity - Engineers understand startup compensation models
• Ignoring soft skills - Technical ability without communication kills startup teams
• Not selling the opportunity - Assuming candidates understand startup benefits
• Ghosting candidates - Damages employer brand in tight engineering community
• Hiring too senior too early - VP-level engineers often poor fit for pre-product startups