“one is an aspirational step up” Does this mean someone for whom your company would be a a step up? Or someone that your company would aspire to land? How is that different from the stretch candidate?
In the spectrum, bullseye is the minimum bar we set, meaning, we do not go below that and hold a high bar. Aspirational is meeting the bar and then some (IE, a step up from bullseye.) Stretch is the top of the spectrum where we take a couple swings but we set our expectations accordingly. These are moon shots. The important thing to note is that we don't hire below the bullseye. Hopefully this helps!
Love this post! As an early-stage startup recruiter myself, a helpful way to evaluate whether someone can be a 'trusted consigliere' is to ask how moving the talent bar up or down will affect estimated hiring timelines. So in the Calibration Profiles example, ask how long would it take to land a 'bullseye' candidate vs. 'someone to take a swing at'? Where does the recruiter recommend aiming?
It's tough to balance the benefits of landing a star candidate vs. the risk of leaving the role open for months while waiting for said candidate, and this question is a great way to see how a recruiter would advise you on navigating recruiting tradeoffs (e.g. quality, speed, cost).
“one is an aspirational step up” Does this mean someone for whom your company would be a a step up? Or someone that your company would aspire to land? How is that different from the stretch candidate?
In the spectrum, bullseye is the minimum bar we set, meaning, we do not go below that and hold a high bar. Aspirational is meeting the bar and then some (IE, a step up from bullseye.) Stretch is the top of the spectrum where we take a couple swings but we set our expectations accordingly. These are moon shots. The important thing to note is that we don't hire below the bullseye. Hopefully this helps!
Love this post! As an early-stage startup recruiter myself, a helpful way to evaluate whether someone can be a 'trusted consigliere' is to ask how moving the talent bar up or down will affect estimated hiring timelines. So in the Calibration Profiles example, ask how long would it take to land a 'bullseye' candidate vs. 'someone to take a swing at'? Where does the recruiter recommend aiming?
It's tough to balance the benefits of landing a star candidate vs. the risk of leaving the role open for months while waiting for said candidate, and this question is a great way to see how a recruiter would advise you on navigating recruiting tradeoffs (e.g. quality, speed, cost).