Dover

Super excited to announce our biggest free product launch of 2024. Introducing three new ways to build your dream team: Dover Sourcing Extension, Employee Referrals, and Agency Portal. With this launch, Dover offers a complete free toolkit for startup hiring, covering all four ways to land amazing candidates: job boards, outbound sourcing, employee referrals, and agencies. Over 200 users have been using these tools in beta and we’re excited for you to try them. ?? Sourcing Extension - The world doesn't need another complex sourcing tool. So we built something different – a completely free extension that takes seconds to set up and focuses on one thing: helping you reach out to candidates as quickly as possible. No premium tiers, no lengthy onboarding, no complexity. Just a few clicks to find someone’s email and draft outreach. ?? Employee Referrals - Here's a startup hiring secret: most of your first 20 hires will often come from your team's network. We've seen this pattern repeatedly across hundreds of startups. That's why we've made it dead simple tap into your team’s connections to find your dream hire. ?? Agency Portal - Working with recruiting agencies is painful. Endless emails, confusion around costs, zero visibility into recruiter performance. We’re changing that. We built one simple hub to manage candidate submissions, track results, and identify your best performing agency partners. — If you’re hiring, sign up now! It’s totally free. Link in the comments.

In the past few months, Dover Recruiting Partners made 224 hires across 25 companies in 19 cities. Our average cost per hire is pretty crazy — $5,690. That’s 4-5x less than what these customers would’ve paid for with an agency. Median cost was $5,150. Some more fun facts: - Average cost per hire in SF+NYC is 38% higher than other US locations ($6.5k vs $4.7k) - Eng hires are only 16% more expensive than non-eng ($6.3k vs $5.4k), much less of a premium than in 2021-2023 - Our team's fill rate was 82% One of our Dover Guarantees is transparent metrics, so we share all our cost-per-hire and fill rate data. A small excerpt is below -- let me know if you want to see the full data set!

Seed Stage Summit 2024 Rho X Andrew Yeung was a blast- 100 seed-stage founders together for a day of fireside chats, discussions, and networking. Honered to be included in the lineup among some incredible speakers: ? Dennis Crowley (Co-founder of Foursquare) ? Russ Heddleston (Co-founder of Dropbox DocSend) ? Lindsay Kaplan (Co-founder of Chief) ? iqram magdon-ismail (Co-founder of Venmo) ? Alexa von Tobel (Founder of Inspired Capital) ? Aakash Shah (Founder of Wyndly (YC W21) ? Eve Halimi (Co-founder of Alinea Invest) ? Max Kolysh (Founder of Dover) Our panel was on the Y Combinator experience with Eve, Aakash and Max- lessons learned, what it takes to get into YC, what it means in the long term. My favorite question “What would you tell yourself at the beginning of your founder journey?”: -> No one is coming to save you. No head of growth, no BDR, no new consultant is going to have the silver bullet- you need to figure out your business. -> Have appreciation for the journey- and the stamina it takes to navigate all of the of ups and downs. You will feel the ups and the downs more intensely as a founder. Nothing is ever as good * or as bad* as it initially seems. -> Be sure you want to commit to the idea you're building for- it takes waaay longer than you think it will. Don't be tempted to pivot into something that you don't want to do- you will be stuck. Thank you Christina C. for the great pics, Amy Chen Jesse Middleton Jacob Solano Justin Wolz Rashida Bobb Red Bike Capital Herman Goihman

We’re excited to welcome our newest Recruiting Partner, Katie Ross! With 7+ years of recruiting experience, Katie has filled hard-to-fill Marketing, Legal, Finance, People, and Operational roles in hyper-growth environments like Aura, Miro, and as a Recruiting Strategist on Fiverr. From scaling startups to large organizations, Katie has a proven track record of sourcing, building balanced pipelines, and closing top talent, all while elevating the candidate experience. Link in comments to work with Katie and other expert recruiting partners. #recruiting #startup #hiring

We’re thrilled to welcome our newest Recruiting Partner, Michelle Shen! With 5 years of recruiting experience, Michelle has built engineering and GTM teams at top companies like Justworks and Revel. From early-stage startups to large enterprises, Michelle has a track record of sourcing, screening, and retaining top talent while optimizing the candidate experience. Link in comments to connect with Michelle and other expert recruiting partners. #recruiting #startup #hiring

We’re excited to welcome our newest Recruiting Partner, Ryan Ammar! With 8 years of recruiting experience, Ryan has helped build teams at top companies like Wise (Transferwise), The Zebra, and Staffogen. He specializes in hiring for Engineering, Product, Marketing, and Sales roles, particularly in hypergrowth environments. Ryan’s expertise in Fintech and InsurTech sectors has enabled him to hire top-tier talent for some of the most competitive markets. If you’re interested in working with Ryan, view the link in the comments below. #recruiting #startup #hiring

Are you a founder ready to grow your team? We're thrilled to announce the launch of Dover Recruiting Partners—the ideal solution for scaling your hiring. Gain access to the top 2% of recruiters, with on-demand expertise and flexible pricing tailored to your needs. Learn more by clicking the link in the comments! #hiring #startups #recruiting #scale #founders

One bad interview can ruin everything. You might have a great hiring process, but if just one person on your team isn't fully bought in or doesn't show genuine excitement about a candidate, it can turn the candidate off from the company, even if the other interviews are great.. Our Recruiting Partner, Brandon, shares a key insight: "Show people that you're genuinely excited for them to join. If that's not consistent across the team, one bad interviewer can ruin the entire process for a candidate. It's about being consistent and treating candidates as individuals, not just numbers, and making them feel valued throughout the process. That effort goes a long way.” The secret? Consistency across your entire team. Make sure every interviewer makes candidates feel valued, from the first call to the final offer. Show them you’re excited for them to join—every step of the way. Want to ensure every touchpoint in your hiring process is top-notch? Connect with us—link in the comments. #hiring #recruitment #startups

We’re excited to welcome our newest Recruiting Partner, Trevor B.! With 18 years of recruiting experience, Trevor has built teams at top companies like Discord, Lob, and Airware. He’s traditionally focused on helping Seed to Series B startups specializing in both GTM and EPD roles. If you’re interested in working with Trevor, reach out to [email protected]! Connect with Trevor and other expert recruiting partners below. #recruiting #startup #hiring

When a senior dev from Big Tech wants a “Head of Engineering” title at your startup… what’s your move? One of our Recruiting Partners, Brandon Whitman, breaks it down: "Get your team on the same page about titles and growth paths. At my last company, we ditched titles early on to boost collaboration, but consistency and transparency were key when we started adding ‘Head of’ roles." Be upfront with candidates: “Startups move fast. Show your impact, and you’ll grow with us.” Clear expectations = fewer headaches later. Curious how to handle these conversations? Work with Brandon—link in the comments! #hiring #startups #recruiting