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Winning top tech talent

when you’re not a global tech brand

Hi, I’m from Booking.com

6/13/2016

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Now End 2016 2017

1100* 1500

2000

*technologists including Vulcans, Wookies& suspected Cylons

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Life is terrible

Engineers want to work on cool techDesigners want to make artCopywriters want to write books

Life is even more terrible

We want Engineers to be commercialWe want Designers to write codeWe need Sysadmins with business senseWe don’t do trends. No cool technology.

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Goals

Grow the technology department by 40% YoYBring in new and different talent

Strategy: strengths

Amsterdam Our people Growth AMP

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Strategy: weaknesses

PerlChaos and uncertaintyLow salaries compared to Silicon Valley

Holistic Drastic Approach

Move tech recruitment to TechnologyMake tech people responsible for hiring talentEducate and grow recruitersEfficiency is not your God

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Where is the talent?

Talent is everywhere

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But next year recruiting from the US might get much easier.

Don’t throw money at the problemQuality of lifeFeeling of wealth VisasTax BreaksFree healthcare, free college

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Where do we find developers?

Specialty RolesProduct OwnersAnalysts

DevelopersDesigners

Efficiency doesn’t matter

Hires per recruiter (for planning)Conversion ratios (process control)Try new things (hackathon in Kenya)Test job titles for conversion

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What really mattersHackerrank A/B testingDiversity is not just a colorBooths at conferences are stupidFinal interview was bullshitDo you need a recruitment analyst? (YES!) Hiring manager review is GONE.

Thanks! Questions, funny comments?

@planetbookingwww.workingatbooking.com