Recruitment process consulting for IoT Device Makers: a short process for small, fast teams
Hiring for an IoT team means finding hardware, firmware and cloud people who can work with a small group. A tidy recruitment process saves the founder time and avoids poor hires.
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Without a process, the founder interviews every candidate between meetings, advert wording differs each time and feedback is slow. Good engineers accept other offers while the team debates. Candidates are tested on general puzzles rather than on the problems the team faces. A hire is made on charm, then the gap shows within months.
A clear process is short. Each role has a brief, a small number of interview stages and a practical task close to the real work. Interviewers agree on what to look for before they meet the candidate, and give feedback within days. Referrals, campuses and talent partners are used on purpose, and offers are made quickly with a clear story about growth.
How to set it up
1. Write the brief first
For each role list the three problems the person will tackle in six months and the skills needed. Use this for the advert and the interview.
2. Limit the stages
Use a phone screen, a technical conversation and a practical task, then a team meeting. Agree who attends and the time each stage takes.
3. Set a task close to real work
Choose a small task such as reading a log from a failed device, or reviewing a short driver. Pay attention to how they reason, not only the final answer.
4. Score against the brief
Interviewers write brief notes against the three problems before discussing. This reduces charm bias and speeds the decision.
5. Make offers quickly and honestly
Give feedback within a few days and describe growth plainly. For support, see our recruitment process consulting and talent acquisition services.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Count the days between the first interview and the offer in your last three hires.
- Check whether interviewers wrote notes before the debrief.
- Ask a recent hire which stage taught them the most about the job.
- List candidates who withdrew and what reasons they gave.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
Use referrals, local colleges and engineering communities, and keep the process short. A clear brief and a practical task do much of the screening. Add outside help only for roles you cannot fill.
Rarely. Add a short discussion about debugging a real device problem and how they read datasheets. Both show how the person thinks when things do not work.
Be honest about size, funding stage, product plans and what changes often. Candidates stay longer when the story matches reality. Describe the learning and ownership on offer.