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patio11's profile
Patrick McKenzie
Patrick McKenzie
Patrick McKenzie
@patio11

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Patrick McKenzie

@patio11

I work for the Internet, at @stripe, mostly on accelerating startups. Opinions here are my own.

東京都 Tokyo
kalzumeus.com
Joined February 2009

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    1. Patrick McKenzie‏ @patio11 Jan 15
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      Somebody, and by somebody I mean “Not LinkedIn”, should be tracking the expanded cinematic universe of a company’s hiring operation and proactively surfacing candidates based on it.

      2 replies 5 retweets 110 likes
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    2. Patrick McKenzie‏ @patio11 Jan 15
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      Simplest possible example and it kills me that everyone doesn’t just auto-operationalize this: assume you are hiring for some role which is relatively fungible and high-frequency, like e.g. “our basic engineer.” If you interview someone and make an offer, and they turn it down:

      1 reply 1 retweet 36 likes
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      Patrick McKenzie‏ @patio11 Jan 15
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      You should put that person on some sort of nurture list for forever, just like your sales team would do because they’re competent at sales, and periodically take a whack at them to touch base about the new adventure and see if they’re happy.

      9:48 AM - 15 Jan 2020
      • 2 Retweets
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      • Brendan Heisler🧢 Sam Grover Noah Gibbs Nick Baum 🇸🇪 diego galindo Rahul Ramchandani José Gomes Thijs Niks Joyce H
      12 replies 2 retweets 76 likes
        1. Patrick McKenzie‏ @patio11 Jan 15
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          Also given that it literally leaks onto Twitter when performance review season happens at tech companies and at least some people end up quite disappointed, you’d think that would be a great time to renew acquaintances with people who might plausibly wonder what changes to make.

          5 replies 1 retweet 53 likes
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        2. Daniel Schildt‏ @autiomaa Jan 15
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          Replying to @patio11

          At least until the person says they don't want to hear from the company anymore.

          1 reply 0 retweets 3 likes
        3. Patrick McKenzie‏ @patio11 Jan 15
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          Replying to @autiomaa

          Yes, of course.

          0 replies 0 retweets 1 like
        4. End of conversation
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        2. Douglas Kilpatrick‏ @kilpatds Jan 15
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          Replying to @patio11

          Similarly, if someone left in good standing/grace. Are they still happy at the new adventure?

          1 reply 0 retweets 6 likes
        3. Daniel Schildt‏ @autiomaa Jan 15
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          Replying to @kilpatds @patio11

          Even when the person itself might not be interested at the moment, they could know someone who is.

          0 replies 0 retweets 1 like
        4. End of conversation
        1. HoarseWhisperer‏ @Hoarsewhisper99 Jan 15
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          Replying to @patio11

          I do this manually. It pays dividends. Some examples have had gestational periods exceeding 10 years.

          0 replies 0 retweets 3 likes
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        1. Andrew Janke‏ @apjanke Jan 15
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          Replying to @patio11

          I know a couple companies that do this. One even has a whole group in Recruiting dedicated to exactly this. I’ve been staying in touch with them since 2007.

          0 replies 0 retweets 1 like
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        1. hello again‏ @bobpoekert Jan 15
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          Replying to @patio11

          google does exactly this

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        1. Georges Janin‏ @GeorgesJanin Jan 15
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          Replying to @patio11

          Some ATS are building those sorts of tools. Essentially if a candidate gets to offer stage but does not get hired, put them in a list and invite them every event, check-in regularly, grab coffees, etc.... I think good recruiting agencies do a better job at this.

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