Team, Co-founders & Legal

Where do I actually source candidates for my first hires without a recruiter budget?

A starting point

Your network is your best channel, but it runs dry fast, so treat sourcing as active outbound, not posting-and-praying. Mine LinkedIn, GitHub, and niche communities (Discord servers, WhatsApp groups, college alumni networks, cohort-based course grads) and send personal messages, not blasts. In India, referrals and community groups convert far better than job boards like Naukri for early technical hires. Budget 10 to 15 hours a week on sourcing until you close the seat.

Go deeper

Hand-picked from around the web, each with a note on why it earns your time.

3 resources 3 link-checked Listen Read

Listen

🎧 Podcast
✓ Link checked Free Intermediate

Why we picked it Bartel built Gem (a recruiting tool) after running recruiting at Dropbox, so this is a founder-to-founder playbook for sourcing when your own network runs dry, which it will fast. The standout is the 'connector node' move: pick 15 to 20 respected people, source from their networks, and name-drop the connector so a cold DM lands as a warm intro, plus a concrete follow-up cadence (3 to 4 messages, a break-up email) that roughly doubles positive replies.

The founder's guide to making your first few hires: Steven Bartel on recruiting at Gem and Dropbox

On First Round Review by First Round Review 45 min

  • Start by systematically listing everyone you have ever worked with, then mine second-degree connections through 15 to 20 'connector nodes' whose names you can drop
  • About half of positive replies come after the first message, sending 3 to 4 follow-ups and a final break-up email can double your response rate
  • Early-stage hiring is active outbound, going out to find people, not posting and waiting for applications, plan to run it until roughly employee 25 to 30
Open review.firstround.com →

Read

📄 Article
✓ Link checked India Free Intermediate

Why we picked it India-specific advice written by an Indian technical founder, addressing the real competition for engineering talent in the local ecosystem. Grounded in how hiring actually works here.

How Can Indian Startups Hire The Right Technical Talent

From Inc42 by Parminder Singh (Hansel.io) ~10 min read

  • Leverage your network hard, job portals alone won't surface top talent.
  • Use a mix of channels: LinkedIn, referrals, communities, agencies.
  • Retention takes as much work as hiring in India's competitive market.
Open inc42.com →
📄 Article
✓ Link checked Free Intermediate

Why we picked it Elaine Wherry posted a fake engineer profile, got hit by 382 recruiters, and dissected every message, so this is a real forensic teardown of what makes cold outreach get a reply versus get ignored. Only five of the hundreds of emails stood out, and the piece shows exactly why: specific references to the person's actual work and a value proposition framed around their career, not yours. It is the template-by-counterexample your DMs need before you send the first one.

The Inside Story of How 382 Recruiters Pursued an Imaginary Engineer

From First Round Review by First Round Review 20 min read

  • Generic openers like 'I was impressed with your profile' read as spam, 63 percent of the recruiter emails were near-identical and got nowhere
  • The winning messages named a specific skill or project and tied the role to the candidate's trajectory, personalization is the whole game
  • A healthy cold-outreach reply rate is only about 12 to 20 percent, so budget for volume and follow-ups, not a magic single message
Open review.firstround.com →

People also ask

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