Why Meister Never Had Troubles Hiring Digital Talent

We at Meister never had issues hiring digital talent because - we worked on becoming an irresistible organization - have the right employer branding in place- and are proactively approaching our candidatesFind out more in this mindmap used in March 2019 for a presentation at the B2B Software Days in Vienna!

Get Started. It's Free
or sign up with your email address
Rocket clouds
Why Meister Never Had Troubles Hiring Digital Talent by Mind Map: Why Meister Never  Had Troubles  Hiring Digital Talent

1. Company events

2. 3. We're CRITICAL

2.1. 1. We're going OUT OF OUR COMFORT ZONE

2.1.1. Alternative platforms

2.1.2. Competitors

2.1.3. Colleagues hire colleagues

2.1.4. Developer platforms

2.2. Suitability diagnosis

2.2.1. Biographical approach

2.2.2. Construct approach

2.2.3. Simulation approach

3. no, particularly when it comes to developers

3.1. Meister's time to fill for dev positions: 2-3 weeks on average

4. 2. We're PERSONAL

4.1. When I talk with people it's about what THEY do and their problems

4.2. Know about their technology

5. 5. We create ample OPPORTUNITIES FOR GROWTH

5.1. From CS, to Sales, to the US

5.2. Learning on/off the job according to development plan

6. 2. SPONSORING

6.1. Meetups

6.2. Conferences

7. 45 Digital Talents working mainly from Vienna, Munich and Seattle

8. Did you hear of us? We're actually used by 10 million people :)

9. Who is Meister?

9.1. Want to create collaborative tools that combine simplicity, usability & design - tools that we want to use

9.1.1. MindMeister: Online Mind Mapping and Brainstorming

9.1.1.1. Launched in 2007

9.1.1.2. World-leading mind mapping solution

9.1.2. Task Management for Teams - MeisterTask

9.1.2.1. Launched in 2015

9.1.2.2. Users can collaboratively work on projects using flexible Kanban boards

9.1.3. Freemium

10. WE ARE HUNTERS The Sales part of Recruiting 4 PRINCIPLES we adhere to

10.1. Thanks for your time! I'd be happy to brainstorm about how to apply the model to your challenges. Stay in touch via LinkedIn - Lena Kowarc

10.2. 4. We're STAYING IN TOUCH

10.2.1. Christmas presents

10.2.2. Talent pool

11. Who am I?

11.1. Lena Kowarc

11.1.1. Joined Meister 1.5 years ago and with our approach I doubled the team in this time in 3 countries

11.1.2. Taking care of all People Matters: - Recruiting - People Development - Internal Communication - Organizational Design & Change - Legal

11.1.3. Additionally: Consultant in Deloitte's Human Capital department

12. WE WORKED ON BECOMING IRRESISTIBLE The product behind Recruiting 5 PILLARS based on Deloitte's "The simply irresistible Organization"

12.1. 1. We establish VISION, PURPOSE AND TRANSPARENCY in leadership

12.1.1. Make work fun for teams

12.1.2. Founded by two developers

12.2. 2. We make work MEANINGFUL

12.2.1. Challenging projects with autonomy, choice of technology and feature ownership

12.2.2. Time for slack at Hacky Fridays and Hackfests

12.3. 3. We established a FLEXIBLE, HUMANE, INCLUSIVE workplace

12.3.1. Flexibility in time management and at the workplace, pool and games

12.3.2. English speaking company

12.4. 4. We foster great MANAGEMENT

12.4.1. Transparent goals and budgets on company level communicated in all-hands meetings

12.4.2. Individual goals with coaching

13. WE TELL EVERYONE HOW AMAZING WE ARE The Marketing part of Recruiting The WHERE and the HOW

13.1. 1. SOCIAL MEDIA

13.1.1. LinkedIn

13.1.2. Instagram

13.1.3. Facebook

13.2. Where?

13.3. 3. CAREER PAGE

13.3.1. SEO

13.3.2. SEA

13.3.3. 1. In ALIGNMENT with your department leads and colleagues

13.4. How?

13.5. 2. Managed with MARKETING

14. Q&A

15. Is it easy to find digital talent?

15.1. How are you feeling about this?

15.2. no, not easy

15.3. Extremely highly qualified, experienced dev positions

16. Why Meister Never Had Troubles Hiring Digital Talents: 1. We worked on becoming irresistible - Product 2. We tell everybody how amazing we are - Marketing 3. We are hunters - Sales

17. STEP BY STEP 1. Become irresistible - Product - Vision, purpose and transparency - Meaningful work - Flexible, humane, inclusive workplace - Great management - Opportunities for growth 2. Tell everybody how amazing you are - Marketing - Where? Social media, Sponsoring, Career page - How? In alignment with department leads/ Marketing 3. Become hunters - Sales - Be personal - Be critical - Go out of your comfort zone - Stay in touch