Establishing HR Systems for Scalable Growth Management

Executive Summary:

This case study explores how to prepare for scaling your organization with talent when demand outweighs capacity. Key findings reveal not every tool works for every situation and choose wisely over choosing quickly.

II. Introduction:

Trunk Tools, a pioneering Construction Tech startup, has transformed the construction industry by incentivizing builders to build more safely and on time with immediate payouts to bank accounts for completed work.

III. Problem Statement:

Successful startups always need a way to scale quickly when demand exceeds capacity and lack of capacity means an inability to manage the hiring process.

IV. Detailed Analysis:

a. Situation Analysis: Demand for top engineers requires a thoughtful process that requires rigorous sorting and identification, along with a streamlined process to hire as quickly as possible.

b. Stakeholder Analysis: Key stakeholders included CEO and head of engineering looking to grow capacity to create and build software and make it user-friendly for increased number of users.

c. Data and Evidence: Top engineering talent tend to go with established tech companies paying high salaries, but there are engineers who prefer to be involved in the early stages of a company and build it.

d. Problem-Specific Analysis: Strengths include emerging industry with a high total addressable market; weaknesses include attracting top talent to unestablished brand.

V. Solution Exploration:

a. Proposed Solutions: Implement an applicant tracking system and build a process guide that began with job description creation all the way to sending offer letter.

b. Implementation Plan: Build the process for rapid hiring which hiring. Some of the process was manual until the automated process could be created for the next candidate. All done within a 3-month span.

VI. Results and Impact:

a. Outcome Analysis: Within 3-months, hired 4 additional engineers (total of 9) and 1 part-time UX/UI expert.

b. Long-term Effect: Handed over process to Chief of Staff who hired additional new employees after project was completed.

VII. Lessons Learned:

The process highlighted the importance of using trial and error prior to settling for the first system you’re given. This includes making sure an HR tool has all of the steps of the employee hiring life-cycle located in one place.

VIII. Conclusions and Recommendations:

This study concludes that building a strong talent pipeline for a startup has many additional considerations to attract talent that is not the same for an establish technology company. Be wise and ingenious with your approach.