Stuart A. Trautenberg CEO | FounderS.A. Traut Associates Cell: 949-633-9511www.satraut.comLinkedin:  http://www.linkedin.com/in/satrautTwitter:     satraut

"The Strategy of Attracting and Hiring Software Developers"

• Gaikai: 3 Founders to 100 Employees in 1.5 yrs• How? Hidden Traits in Undiscovered Talent• Sony PlayStation: Build New Tech Teams• How? Talent Under Rocks• Nook: Scale Cloud & Content Team • How? Pay Premiums• Keypr.com: Hired First 25 Employees• Contractors and | or Employees?

• Battle is Won in Planning: Kick Off Meeting (QB)• Architect Org Roadmap with Unseen Potholes• Fluid | Start-up | Hacker | Collaborative Cultures• Questions:

Passive candidates vs. contractor/s vs. off shore teams? Lease to buy? (This rarely works)Interview Teams?…be PRO (Small, Fast, Friendly, Be Distinctive Somehow) Pay attention to the Red Flags?ABS…Always Be Selling?Looking for unicorns? “Super Engaged” employeesSalary vs. equity or other upside? Moonlighting

“Super-Engaged Employee”

• Top 5% talent who thinks outside the box-hackers• Thinks | works 24/7 and comes up with great

solutions that no one else has thought of• Makes his or her team better• Think of Pat Summit, Tom Brady, Magic Johnson,

Larry Bird, Michael Jordan, and Wayne Gretsky as Super Engaged Employees

Inbound: Drive Candidates to You (Ha, Good luck!)

What works? High or Low ROI…what do you think?

Indeed ?LinkedIn ?Dice ?Monster ?Career Builder ?Angels List ?

Outbound: Happy Hunting Where to look?

Your network | employees | friends…offer rewards

LinkedIn: All day long. Buy a Recruiter Seat for $5kGithub: Work that passionate | Hacker networkAngelslist.com: Place an ad…targets passive talentNetworking mixers: Meet ups…has worked for me.

Approach: Say to cand; A process not a job change…”Be Open Minded and Compare”

Enticing Ultra Passive Candidates

How to Screen:Intro: Have a clear, easy, exciting story (Forklift)LI Profile: References, AwardsGithub: Open Source Contributors; eval code or portfoliosSecret Sauce Questions: 1. What time of day is most productive coding? 2. What grade level did you write your first code ;-)? 3. Play musical instrument for 3 years, tinker, read a

lot, play chess as child?

Linkedin Metrics:

Devs: Invites: 100 Results: 2 to 4

Leaders: Invites: 50 Results: 3 to 5

C Level: Invites: 25 Results: 5 to 7

Linkedin Inmail Invitation SampleGreetings Michael, Your profile was shared with me during my weekly leadership meeting at KEYPR.com. I am intrigued to talk to u confidentially about our newly created Lead Front End role. We can play with title. We are scaling dramatically now, making revenue & A Round in bank. What I do? I talk to talent who are mostly referred to us, happy, but open minded to make a comparison to where they are today. A lot to gain & nothing to lose. Simply stated, I better careers & lives. The last start-up we built in So CA was acquired by Sony PlayStation for just under $400 mil in 2 years. I was offered to build Oculus VR as well from scratch. KEYPR CEO has asked me to scale KEYPR w/ the top talent in our new LA area office. We have over 130 hotels signed in first year, over 29,000 rooms. This is a pedigreed team behind the scenes w/ past start-ups successfully acquired. They believe KEYPR has huge value proposition in the global hotel space. Now, we are scaling our LA Eng Team after closing A round funding. I am never looking for perfect square pegs to fit into a square holes. I listen & tailor opportunities to the top 10% talent. The people I talk to are not actively looking, but astute to compare their current career endeavor to a possible career/life enhancement. Would you be open for a f2f coffee before, during, or after hours? Thanks Michael.

Tech Screen:

• Github Samples• Portfolio Samples• Ask 1 architecture question to see the thought

process getting to end result. Does not matter if answer is right. Is candidate thinking on his/her feet the correct way?

• Jobzlab.com: “TAG” Talent Algorithm Grades

Hiring Decisions:• Never Settle: You’ll know the right candidate• Trust your instinctive gut…ALWAYS!• References: 1. 1-10 (10 best); No 7’s. 2. Consider

or Hire if building new team?• Look at other Attributes…coding early on; late night

coding; coding as hobby; plays piano; recruit in Minnesota…stay out of Silicon Valley to recruit.

• Be creative in comp structure: equity, salary, 3-6 month review or…?

Offer Process and Closing:• Best talent fights to win; up against other candidates• Close within 24 hours of last interview, always FAST• Do not just email an offer letter…Noooooooo!• Get 110% verbal acceptance…”If I get you X, you are

on board 110%” • If cannot get verbal acceptance; send offer on Friday

end of day and give till Sunday night to make decision. Why? So they can’t play games and leverage your offer elsewhere.

Stuart A. Trautenberg CEO | FounderS.A. Traut Associates Cell: 949-633-9511www.satraut.comLinkedin:  http://www.linkedin.com/in/satrautTwitter:     satraut

Q & A Time