Expert Tips on Scaling Recruiting from the Next Billion-Dollar Companies

team working together to recruit and scale company

Introducing a new monthly series on the Lever blog, where we feature expert advice from select partners to help you source and hire the best for your company.

“How do I ensure I’m picking software that will scale with my business and help me drive and grow a winning company with strong talent?” is one of the most common questions we get here at Lever.

For this month’s August edition of Expert Tips, we wanted to provide an answer — so we enlisted the help of Lever customers recently featured as next billion-dollar companies in this Forbes article. Here’s what they had to say.

This month’s expert contributors:

  • Michael Hale, Manager of Talent Acquisition at Dave
  •  Anneli Scopazzi, Head of Recruiting at Figma
  • Michelle Ashby, Senior Technical Recruiter at Contrast Security

1. Write down and rank priorities to move forward

Michael Hale, Manager of Talent Acquisition at, says his #1 tip to scale your recruiting is to do whatever you’ve been putting off when it comes to recruiting.

“You know all those talent acquisition programs and initiatives you’ve been putting off? Do them,” says Hale. “It’s hard because we all feel the urgency to hire, hire, hire! Most of us feel like we’re behind in hiring and if hiring is paramount, the top priority, then we need to focus our energies there. But a lot of those programs and initiatives will not only affect your hiring, they could very well be a catalyst for it. And the real key is to do this as early as possible. The longer you wait, the more hiring needs build up and become too heavy to try and establish the foundations for your hiring practice.”

Hale preaches these core areas to focus on and perfect:

  1. The candidate experience. If you neglect your candidate experience for too long, your offer acceptance rate is going to drop. If it shows up on Glassdoor, worse yet, your interview acceptance rate will drop as well.
  2. Employee referral programs. These are a goldmine of freebie candidates for your talent pipeline.
  3. Brand awareness. Spend time creating awareness. Candidates are drastically more likely to take a call from a company they’ve heard of, so be sure to work on your employer brand.
  4. Metrics and interview prep. Bored with metrics? Not if you can run reports on where your highest sources of hires come from, dump resources in them, and watch your hires escalate. If you’re using Lever, automation is one of your best friends. Spend time setting up those interview plans with full panels for each interview stage and the appropriate interview feedback forms. You’ve just gained a truckload of time back.

It can be confusing on where to start and focus you energies when building the next billion-dollar company, but these tips can help guide your way:

  • Self-evaluation. Take time to self evaluate your talent acquisition accomplishments and capabilities. Write them down.
  • Measure value. Begin to speak to the business. Meet with leadership and hiring managers to understand what they’d like to see and what the current problems are.
  • Compare results. After gathering external and internal feedback, see if there are any matches.
  • Plan with priorities. Come back to the business and strategize with them on which of those matches they’d like prioritized along with your list. Congratulations, you just got buy-in from the business on how to move forward!
  • Apply 80/20. You won’t be able to do everything, so the trick is to partner and empower. Most of talent acquisition is partnership in one way or another (partnering with your HRBP, your hiring managers, your coordinators). Know what is absolutely needed and what can slip if necessary. Stretch goals allow you to aim high.
  • Empower the team. Empower one of your partners who is passionate about a particular technology or stage to support your team in getting something done.

2. Document processes and band together to hit hiring goals

Anneli Scopazzi, Head of Recruiting at Figma, believes that early startups should spend countless hours building intention into their companies and recruiting processes. That way, hires are made not as reactive moves to fill gaps, but as strategic decisions with an eye to the future.

“Ask yourself, how do we define our company culture?” says Scopazzi. “Who do we want to hire? What is our technical bar and what qualities are important in future employees? Building scalable process requires putting it on e-paper, reporting, and communicating constantly. If your startup knocks it out of the park like Figma, you’ll find yourself switching into high gear to hire fast and exponentially.”

Last, but not least, remember: The number of people you must rally together to stay pointing towards the same star becomes increasingly challenging. Interview teams benefit from documented company values, interview questions, scoring rubrics, and recruiting processes. At this stage, you must get zealous about updating statuses in Lever for routine, quick, and accurate reporting. Everyone should work to stay in close and constant communication between daily messaging and calibration meetings.

3. Source and nurture a passive talent pool to tap when a hiring need arises

Michelle Ashby, Senior Technical Recruiter at Contrast Security, says that hiring is a strategic endeavor and platforms like Lever are key to enabling recruiting teams to flex their strategic muscles. By developing talent acquisition strategies that create a focus on the long-term planning process, it takes your team beyond thinking of just filling an individual role. That way, you can predict needs for new talent months ahead, building a large pool of qualified candidates to tap into when you need it most.

To acquire an abundant talent pipeline like this, though, you need to focus on recruiting, sourcing passive candidates, and your talent strategy. Contrast Security uses Lever to automate and speed up tasks such as scheduling, communication between teams, and actionable insights into recruiting data. Utilizing their extensive database of potential hires and continual recruitment initiative empowers the company to fill current vacancies and create a sustainable growth strategy for the future.

Final Thoughts: Scaling Recruiting from the Next Billion-Dollar Companies

It takes ruthless prioritization, documenting processes, aligning hiring teams around goals, and building a predictable talent pipeline for future hiring to become the next billion-dollar company. The right recruiting platform empowers you to track the metrics in real-time and automate menial tasks like scheduling and interviewing to ensure your team focuses on the areas that move the needle most.

Set your company up for success with a platform that scales these processes with you and learn more about how Lever is helping these billion-dollar companies for the next wave of hiring here.