Grindr Head of TA Shaina Semiatin
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Our guest today is Shaina Semiatin, the head of talent acquisition at Grindr, the world\\u2019s largest social networking app for gay, bi, trans, and queer people. She\\u2019s data-driven and strategic, with extensive experience in growing and scaling venture-backed and private equity-backed startup. Shaina unpacks some do\\u2019s and don\\u2019t\\u2019s for the talent acquisition process and shares her thoughts on the current archaic process and how it needs to shift to keep pace with the speed of light with which candidates are moving. Tune in now, to hear more from Shaina, enjoy!
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Key Points From This Episode:
- Pink flags: Shaina shares her thoughts from a recruiter\\u2019s point of view.
- Missteps people make on LinkedIn.
- More about Shaina and her role at Grindr.
- What\\u2019s on the horizon for Shaina and Grindr next year.
- We discuss how candidate expectations deviate from the current archaic recruiting process.
- What differentiates the Grindr process in the market.
- The balance of being fast where it matters in the recruiting process.
- Her views on staying competitive in the recruiting process.
- We discuss scenarios when it would be okay to condense your recruiting process.
- Why having great hiring partners is something not to take for granted.
- Resistance TA folks may receive during interviews and how to navigate it.\\xa0
- Examples of \'why\' versus \'what\' questions in conversations with hiring partners.
- An example of a bad \'why\' question and the challenges they bring.\\xa0\\xa0
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Tweetables:
\\u201cThe biggest misstep people can make in this day and age if they want to work, especially in tech is just not having a presence at all.\\u201d \\u2014 Shaina Semiatin [0:02:55]
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\\u201cA recruiter will find you if you\\u2019re out there and it\\u2019s up to you to control that narrative.\\u201d \\u2014 Shaina Semiatin [0:04:37]
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\\u201cWhat we try to do at Grindr, which is atypical, is build an extremely high touch candidate process, an extremely communicative candidate process \\u2014 one that creates a lot of opportunity to proactively share resources with candidates\\u2026 so they don\\u2019t have to go digging themselves to learn about who we are and what we believe\\u201d \\u2014 Shaina Semiatin [0:12:52]
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\\u201cI think the best recruiting can do right now to catch up to candidates is to just stay human centered in the design..\\u201d \\u2014 Shaina Semiatin [0:17:30]
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\\u201cThe one area in terms of speeding up interviews, the one area we would not sacrifice on is quality of signal or fairness in the process. We keep that as a parameter, we keep it as a north star.\\u201d \\u2014 Shaina Semiatin [0:21:46]
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\\u201cStarting [with] broad [questions] is the best possible way to get true answers..\\u201d \\u2014 Shaina Semiatin [0:30:26]
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Links Mentioned in Today\\u2019s Episode:
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