PaperG has been thinking about scaling the company for the last year as it’s gone from 25 people to 60 and looks to grow even further. We recently co-organized and sponsored a conference which featured among others, Lori Goler, the Vice President of Human Resources at Facebook. She spoke about the Facebook experience from the time she joined in their early growth mode to present day and shared some key lessons to keep in mind.
- Focus on culture. It’s why people will choose your company over others. In the beginning, the culture is the cofounders. It’s the intensity and attitude they bring. Whether they’re intentionally building a culture or not, it’s building around them. Over time, it’s the people they bring in
- Talk about your values and mission. Write them down and share them everywhere. This is what will spread the culture and bring the right folks in.
- Uphold traditions and build rituals. These things reinforce culture and bonding.
- Define your recruiting brand. Lori in the early days went around to talk with employees to see who they were getting already and heard a lot of them say “I love to hack.’ That was definitely the culture and word people were using at Facebook. They decided to embrace it as their brand for recruiting.
- Arm your people on the recruiting brand. Everyone on your team is a recruiter. Everyone you meet is a candidate. Once you arm everyone with that information and they become a recruiter, they’ll come back Monday morning and will say “I met someone at a party this weekend who may be a good fit. I think he may be a candidate” — and he is!
- Invest in on-boarding. Facebook decided it wasn’t going to be about finding out benefits and where the bathrooms are. All the leaders will come together and talk to new employees about the culture and what it means to work at Facebook so you can thrive in this environment. Chris Cox, head of product, still speaks every week to employees for on-boarding.
For the full talk including more anecdotes on Facebook’s experiences, watch the video: