Tech startups build products that solve common problems and grow as both the technology and funding increase. A great example is Cambridge, MA-based BeON Home, a home security and safety start-up founded in 2013. They make smart, connected LED bulbs that learn and mimic your patterns, and stay on even when the power goes out. That’s right, the bulbs stay on for four hours to help guide you through the house.
The company has seven team members and growing. BeON Home Co-Founder & CEO Alexei Erchak tells us what they look for in a new hire.
What do you look for in a new hire?
The most important thing for us and especially for startups is
cross-functionality of a candidate. I need someone that can be stretched into multiple areas with the skill-sets that can be applied to multiple job functions. I always look for the utility player – someone who can adapt, adjust and dive into any area of the business.
In general, new hires also have to have some of that startup DNA and not be averse to risk – that goes with the territory of any startup.
What makes someone's application stand out?
When reading an application, I look for the applicant’s ability to read between the lines of what I’m asking for and really apply for the job that I’m trying to fill. My advice is to
reach out in a way that gets our attention. One example of that is to say, “Hey, I read your recent press release and saw that you are growing in this area. I can help with that.” Do something different. Do your homework and have a personal touch.
Do most engineering and developer jobs require a specific degree?
The short answer is no. We look more for the person and the capability than the degree. I would expect some education beyond standard schooling but that isn’t always necessary if you still have the skill-set.
What are some of the most in-demand skills for working at a tech company today?
My personal opinion is to be a
utility player – it really comes back to that concept. If you are super pigeon-holed, then you can become a liability. As a company becomes bigger, more granular positions become available later on. In the early days of a tech startup you need people with a diversity of skills who can do many layers of work, not one particular thing and that’s it. That is really what I’m looking for when I am interviewing people. It is much less about the resume and more about how they challenge themselves with the work that they didn’t sign on for.
How do you spot an innovative thinker?
I usually look for someone who
challenges fundamental assumptions of our business or the problem that we’re outlining. We want to bring them on board to solve a problem and they may say that’s not the problem that needs solving. Not someone who is confrontational just to be confrontational but someone who has thought through the job that they are going to be hired into. I would like people to ask, “Is this a job that you guys need?” and “Am I someone that can fill that job?”
How do you sell people on the company’s culture and vision?
It needs to be sold in the face-to-face interview. I believe the culture and company vision is baked into the questions that we ask and the openness to be challenged. When I’m talking about my business and allowing for a conversation about the strategy – I’m opening up to feedback and that gives people an idea of how we function around here. It is more effective to communicate the culture in the way you act and the conversation than through your website or offer letter.
How do you ensure the right cultural fit?
We have everyone on the team participate in the interview process to ensure the candidate is a good fit. We want them to get to know the whole team and we all want to get to know them. It works well because if you continue to do that with every hire – that’s how you build a team. Culture doesn’t come from one person down it has to be baked into the team.
Do you encourage women to pursue careers in tech? If so, how?
Absolutely – it’s one of our current limitations. We don’t have enough women involved in the organization – partly due to the local hiring scene. We want more women involved. This is a common theme right now. We look for the best person, but there’s no doubt that we’d like additional perspective on our team.
