What are some best practices for pitching?
Let's face it - competing with tech giants for stellar engineers isn't easy. But your company has something unique to offer, and we'll help you communicate that effectively on Wellfound. Here's how to craft messages that actually get responses:
Make It Personal (Really Personal)
Gone are the days of spray-and-pray recruiting. Take time to understand who you're reaching out to. Did they build an impressive recommendation engine at their last gig? Have they contributed to open-source projects you admire? Show them you've done your homework by referencing specific achievements that caught your eye.
Tell Your Story (But Keep It Real)
Every startup has a mission, but what makes yours different? Maybe you're revolutionizing healthcare access in rural areas, or perhaps you're tackling climate change through innovative energy solutions. Share your vision, but skip the generic "we're disrupting X industry" pitch. Instead, paint a picture of the concrete problems you're solving and why they matter.
To update your company profile with a description and expand on culture and benefits, follow this guide.
Put Your Cards on the Table
Tech talent appreciates directness.
Be upfront about:
- Exactly what you're looking for in terms of skills and experience
- Your compensation philosophy, including salary ranges and equity structure.
- Where you stand financially (funding rounds, runway, growth trajectory)
Show, Don't Just Tell, Your Culture
Rather than just listing perks, share stories that illustrate your company's personality. Maybe your team has a tradition of Friday demo days where everyone shares what they've learned, or perhaps you have an unusual approach to decision-making. These details help candidates imagine themselves as part of your team.
Map Out Their Future
Top performers are thinking several moves ahead. Outline potential growth paths within your company, but be specific. Instead of vague promises of advancement, share examples of how current team members have evolved in their roles and what opportunities lie ahead as the company scales.
Keep the Process Sharp
Nothing kills candidate enthusiasm faster than a drawn-out, unclear hiring process. Break it down for them:
- What are the exact steps from application to offer?
- How long does each stage typically take?
- Who will they meet along the way?
Play to Your Startup Strengths
For example being small has its advantages - lean into them.
For example, in this case you could highlight how new hires can:
- Shape core products from day one
- Work directly with founders and leadership
- See their code in production without layers of approval
- Learn multiple roles and technologies as needs evolve
Each company has different advantages; make sure to highlight yours. This level of transparency can help ensure you're hiring people who are a real fit for your role.
Get Ahead of Their Concerns
Don't wait for candidates to raise common worries about startup life. Address them head-on:
- How do you maintain work-life balance during intense periods?
- What's your runway and business model for sustainability?
- How do you handle career development with a small team?
Stay Connected
Keep the momentum going throughout the process. Respond quickly to questions, provide regular updates, and create opportunities for candidates to meet team members informally. A coffee chat with a potential future colleague can be more convincing than any formal interview.
The Bottom Line
In the end, attracting top tech talent isn't about having the biggest name or the highest salary. It's about creating a compelling vision of what you're building together and backing it up with transparency, opportunities for growth, and a genuine connection to your mission.
We've also compiled some resources on how to best pitch to candidates:
Click here for some advice on "How to recruit talent—when you're competing against giants"
Click here for "How to hire your first 10 employees"
Click here for "How to hire after raising your seed round."