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Modern Minimal Presentation

MARTIK

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Engineeringtalent is hard to findEven harder to retain. I am going to show case some techniques for startups to build an awesome team in adverse environment.

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Tech Architect @tokopedia

Supreet Sethi

Welcome to EV Hive!

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Not until it is absolutely required. Later in my deck, I will showcase 2 step formulae to workout who to hire and when.

Whento hire

“Three tools of systems engineering are Money, Time and Code in that order”

- Ted Dziuba (Co-Founder Milo)

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What happenswhen you pivot?

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When hiring, hire “the best”

It is co-founders responsibility to produce best outcome for consumers of their service, employees and investors. Technology

presents an option of creating 10x scale which is much desired outcome instead of 10%. “The best” does not come with high

percentile IQ or multi programming experience. “The best” is someone who can

optimize the business outcome.

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How to find “the best” Experiment. Come up with several channels of hiring, not unlike marketing channels. Assign each one quality value on basis of previous hires. Pick top two for further hiring.

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Company History

Frequently, your initial font choice is taken out of your hands; companies often specify a typeface, or even a set of fonts, as part of their brand guidelines. Occasionally you’ll find a job has specific requirements, such as

limited room that might require a condensed face, or a lot of legal text that might require

When selecting a typeface for body text, your primary concern should be readability. Don’t concern yourself with personality at this stage.

JOHN BINDER

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EXAMPLE 2

Social Media

Generally it is hard to find a singular genius individual. Often there is a group of individuals

who study, play or chat on online forums together. Tap the right location to get an A level

team.

It works because…Birds of same feather!

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Whom to hire

Often hiring decision are made in following ways

• On Technology stack (PHP, RoR)• On availability (Campus hiring)• On seniority (Org Chart filling)• On size (Projected employee size)• On company vision (Target of being

no.1 Android app)

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Hire on basis Task at hand

Just in time hiring. A short 20 minutes exercise. Lets get our pen and paper out.

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Lets createa dependency tree

Only hire the most key dependency branches and hire next based on their opinion

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Interview Process

Interview is a place for “first and lasting impression”. Interview process should

candidate into comfortable position first. The process in the end should provide opportunity

for candidate to express their thoughts and experiences.

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Removeanything even remotely

intimidating from the process

Intimidating process can remove painfully high amount of good candidates from

organizations talent pool

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Have a sensibletraining program

Often new employees are expected to start being productive without an proper training. It

does more harm than good.

MARTIK

Even McDonalds have a training program in patty flipping. We are talking knowledge workers

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NakamaAcademy

At Tokopedia, we have a 2 week long Nakama Academy which covers

Culture Fit,Tech knowledge,

Business processes

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Have sensibleEmployeeSupport• Leave management• Office environment• Subsidies on tools (laptop, software)• Value Addition (further learning)• Entrepreneurship opportunities

supreet.sethi@tokopedia.com +62-8111916113

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Clean Design

We’ve packed all the features you could want

into one awesome

Service 2

Clean Design

We’ve packed all the features you could want

into one awesome

Service 3

Clean Design

We’ve packed all the features you could want

into one awesome

Service 4

Clean Design

We’ve packed all the features you could want

into one awesome and stu

Service 1

Awesome Features

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S W

O TThreats

Weakness

Does not provide the safety net and IT department in a bank will provide

Not having a vision for betterment of the

employees.Competition for

same talent pool

Opportunities

Strengths

Offer great culture where the individual can quickly evolve

Creating a friendly env i ronment that becomes a v i ra l selling point

Analysis of hiring position of startups

P a g e 20Rich startup culturefor Indonesia