Non-conventional BDR Recruiting?

Question

I'm having to hire for a BDR role, and my new org has a less than great recruiting team. I'm really setup for this position to be a "second job" - and have had limited historical success with fresh-out-of-school candidates.

Any hiring managers (or others) have a really good technique for finding quality talent?

(I've tried poaching on LinkedIn, and I think I come off as creepy?)

Accepted Answer

Go to a bar and find the drunkest guy in there and offer him a decent paycheck in exchange for work that will fuel his drinking problem.

Answer

I say keep using LI to prospect. I got both of my last two offers through LinkedIn dm's and found it much easier to keep the conversation going vs over email

Answer

Creepy how? Can you give an example?

Answer

Will your recruiting team give you a LinkedIn Recruiter license? I also don't think it's creepy. Can you share the template for reach outs you use? Happy to give feedback!

Answer

I also advocate for LI - If a fellow sales savage added me asked if I wanted to chat about a role, I would be more likely to accept than if a random recruiter added me. Especially if I wasn't actively looking.

LegacySoftware

Non-conventional BDR Recruiting?

10 comments

LegacySoftware

Non-conventional BDR Recruiting?

10 comments

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