Chapter 1: A Personal Discovery

Recently, I relocated to a new place, which prompted me to sift through my belongings. While sorting through old suits and mismatched socks, I stumbled upon a treasure trove of letters and handwritten cards from those I cherish. Among them was a poignant letter from my Grandfather, written in response to my inquiries about the reasons behind the 9/11 attacks. His articulate and heartfelt insights on this tragic event were characteristic of his brilliance as an engineer. Although he has since passed, this letter remains a cherished keepsake, a testament of his love that my son will one day inherit, enriching our family's legacy.

This might seem like an unusual way to begin a discussion for first-time founders, but it underscores a significant point: the power of traditional communication methods. I would never part with this letter; it holds deep meaning for me.

When you aim to attract individuals to your vision—particularly in the early stages—it's crucial to distinguish your communication style. While I'm not suggesting you start writing letters to every potential recruit, I encourage you to be personal and thoughtful. Your communications should resonate as genuine rather than just another mundane text or uninspired email.

Consider the typical approach many founders take: sending out generic LinkedIn messages at odd hours. Late-night, poorly crafted pitches that lack energy convey a sense of indifference, making it appear as if recruiting is a low-priority task squeezed in at the end of a long day.

1st-time founder: "Patrick, my team and I are constantly busy. We have code to refine, customers to satisfy, rent to manage, and investors to impress. I know recruiting is essential, but late-night hours are when I can finally focus on it."

Me: "Nice try. Do better, accept my help; you've got this." With utmost sincerity, let's not accept excuses.

Photo by Daniel Herron on Unsplash

Chapter 2: Embracing the Role of Recruiter

To excel as a founder, you must commit to becoming an exceptional recruiter. I recognize the long hours you put in. However, if you reserve your recruiting efforts only for the end of a demanding day, it will reflect in your approach. Your energy levels will be evident to potential hires, and you won't present your best pitch. Attracting top-tier talent requires enthusiasm; they can sense when your energy is lacking (or when you’ve had too much caffeine).

The reality is, you shouldn't think of recruiting as something you don and doff like an article of clothing. It should be a daily habit, woven into your routine. Outstanding founders understand that recruiting top talent is a continuous practice, not an irritating task to be completed just before bedtime.

1st-time founder: "Okay, I get it. I need to incorporate recruiting into my daily routine and do it when I’m energized. What other messaging tips do you have for reaching executives?"

Me: "Excellent question. Let’s explore more."

When you approach recruiting with vigor, your messages will naturally convey that energy. They should be personal, timely, and free from feelings of “stress,” “urgency,” or “panic.” Here are some guidelines:

• Avoid sending messages after 5 PM on Fridays.
• Steer clear of weekend texts.
• Early morning messages are optimal.

When reaching out, slow down and communicate with confidence. Resist the urge to rely on AI tools for messaging. Imagine if a top candidate inquired whether your heartfelt note was crafted with the aid of AI. How would you respond? You wouldn’t want to be caught unprepared.

Infuse your messages with personal touches to ensure the recipient knows it’s genuinely from you. Stand out so that your interactions leave a lasting impression.

1st-time founder: "I tried that, but it still didn’t yield results. What now?"

Me: "When you receive no response, see it as feedback, not failure."

For inspiration, let's heed the wisdom of renowned sales coach Jeff Gitomer:

"Instead of lamenting 'The guy didn’t return my call,' consider, 'If I’d left a more creative voicemail, perhaps he would have called back.' By shifting blame from others to yourself, you can learn from each interaction and turn it into a new strategy."

Gitomer's advice is invaluable. Experiment and be innovative in your messaging to make it authentically yours. This approach will actually expedite the process of hiring the right people. Star executives are inundated with generic messaging that lacks originality. Be engaging. Your enthusiasm will attract the best talent.

Why does this work? Because individuals are eager to feel invigorated and excited again. They want to communicate with someone like you, who expresses care, style, and grace—just as my Grandfather did in his letter.

Ultimately, everyone is waiting to hear from someone like you.