The leading sales recruitment firm for the top VC and Angel-backed startups in Silicon Valley

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1 The leading sales recruitment firm for the top VC and Angel-backed startups in Silicon Valley

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3 is a boutique recruiting firm that partners with the most innovative and rapidly growing Bay Area start-ups to build out their sales and marketing teams. The companies represented by Betts Recruiting signify the top bootstrapped, VC and Angel-backed startups in Silicon Valley, including a selection of the Wall Street Journal s Top 50 Venture-Backed Companies of Betts recruits top-notch talent in roles ranging from junior level to VP, in areas that include SaaS, software sales, online media sales, account management, client services, inside sales, outside sales, and entry level sales. At Betts, we understand that you are looking to hire A-Players to generate revenue and maintain your client base, so as a manager you and your company can achieve your goals. The Betts team spends all of their time networking, leveraging the latest industry technologies and qualifying candidates, so when you are ready to hire, we can easily tap into our extensive network to find you the most talented person for the job. As a boutique agency, Betts Recruiting offers a customized approach to each search, ensuring you find the best candidate for each position you are looking to fill. Since Carolyn Betts founded Betts Recruiting in late 2009, the recruiting agency has expanded its staff tremendously to serve over seventy SaaS and online media clients in San Francisco and nation-wide.

4 Carolyn Betts has significant experience in recruiting and sales, and a passion for helping companies find not only the best, but the right employees. She is a graduate of the University of North Carolina at Chapel Hill. Following graduation, she began a career in sales. In her first year as an outside sales professional in a high turnover industry, it became obvious to her how important it is to hire the smart, driven and committed people. She then began her career as a recruiter at the Andiamo Group, a boutique firm in San Francisco, later joining CareerBuilder.com as a Sales Executive. Carolyn has worked alongside companies of all sizes and in multiple industries, with advanced knowledge in the technology and online advertising worlds. Since Carolyn founded Betts Recruiting in late 2009, the recruiting agency has expanded its staff to fifteen people serving over seventy clients in San Francisco and nation-wide. Betts has placed over two hundred candidates in their first two years of business under Carolyn s leadership, in positions ranging from junior level to Vice Presidents. She has also implemented the partnership with Dress for Success, a nonprofit that promotes the economic independence of disadvantaged women, and The San Francisco Chamber of Commerce.

5 Recruiters are a dime a dozen. Actually finding a recruiter who works to understand your needs and provides high caliber talent is truly rare. The Betts Team has excelled not only at sourcing incredible candidates, but offloading a lot of the burden associated with searching and screening that comes with hiring in a high-growth organization. Frankly, I m not sure where we d be with Carolyn and the incredible group she s put together. Ryth Martin, VP of Revenue Growth at Responsys Carolyn s networking ability is what truly sets her apart. The candidates presented by the Betts team are always professional, especially in that difficult to fill sweet spot of some experience but not too much to where they are not coachable. Each member of the staff is sharp and truly strives to understand our needs. Jake Dunlap, VP of Sales at Glassdoor.com

6 I ve been working with the folks at Betts Recruiting for over a year now and they have provided Meraki with a steady stream of highly skilled Sales Reps, several of which we have hired. Not only did they find top talent on paper, but the candidates they presented have positively impacted the revenue growth of our organization. Mitch Stewart, Inside Sales Director at Meraki The entire company is comprised of true professionals who are always on top of things. Betts does a fantastic job in making sure the position and the company is right for the candidate and the candidate is right for the company. Andrew Kane, Director of Emerging Markets at Birst

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8 IN THE NEWS Friend and Possible Employee LinkedIn Corp. has long been the more dominant professionalnetworking site, where recruiters can buy access to the professional résumés of 120 million professionals. Although Facebook itself hasn t created its own system to allow recruiters to search for job candidates based on work history or education, independent developers have moved in to fill the void. Attracted by Facebook s 800 million users, these developers have started to create software for recruiters that makes it easy to find candidates on Facebook. And some resourceful recruiters are coming up with their own ways of exploring the potential gold mine of talent on the site. Here are five tips to get the most out of recruiting on Facebook: 1. Use professional-networking apps built for Facebook. A number of companies have been building Facebook apps that allow people to create professional résumés on the social network. Recruiters can then gain access to those résumés and search for job candidates based on the people s entries about their work experience and education. Thanks to such applications, posting and perusing job openings is now an option for Facebook users, too. BranchOut Inc., for example, is a start-up with a Facebook app that invites anyone to sign up for its professional-networking services. Users can give the BranchOut app permission to access their work and education histories and contact information, and those of their Facebook friends who choose to share such details on Facebook. All of their professional information is then displayed on pages separate from any personal material, so that recruiters won t see items from a user s profile page. The concern would be, I don t want a potential employer to be able to see my personal information. I don t want to connect with a recruiter on Facebook because they ll see a picture of me at party or with my children, says BranchOut Chief Executive Rick Marini. This month BranchOut launched RecruiterConnect, a tool that lets recruiters pay for access to potential candidates work histories, education and recent professional activity. It also helps recruiters accurately match job candidates with available positions. Carolyn Betts, CEO of San Francisco-based Betts Recruiting LLC, says BranchOut lets her search for Facebook users based on where they work, years of experience, where they went to school and their job title all details that previously weren t searchable on Facebook. Efficiency is one of the most important things about recruiting, Ms. Betts says. How do you get the largest response from the quality people? Another software developer, Jobvite Inc., based in Burlingame, Calif., just launched a Facebook app that allows companies to post jobs and lets users discover and apply for those postings privately within Facebook. Jobvite uses its matching software technology to connect employers and job seekers through Facebook. 2. Ask employees to contact their Facebook friends who they think would be good candidates. Recruiters say companies need to explicitly ask their employees to post job openings on Facebook or find friends who might be right for a position at the firm. Companies also should reward those who bring in new talent not just with recognition and thanks, but with money. Because you are asking people to tap into their own social networks, says Dan Finnigan, chief executive

9 IN THE NEWS of Jobvite, you ve got to have a commitment that genuinely and authentically rewards people. Recruiters have got to tap into the employees authentic power and generate enthusiasm to participate. 3. Don t spam people. Facebook users are very wary of spam. Recruiters run the risk of being blocked by users if they post every job opening so that it constantly shows up inside a user s news feed. I don t want to annoy my friends by every 30 seconds having a new update about every job because they will just block me in their Facebook feeds, says Ms. Betts, who says she posts jobs a few times a week and tries to vary the content. Holly Casey, a recruiter at Insight Recruiting, San Francisco, recommends avoiding posts that say simply that a job is available. Be creative. Entice friends to check out your postings by linking to interesting articles or quotes so that people aren t just inundated with job descriptions. She also suggests limiting postings to just a few times a week. You want to be targeted, she says. You want what you re doing to be noticed, and it s got to be a little different. 4. Follow the same rules of behavior on Facebook that you use offline. Don t ask someone to make an introduction for you on Facebook if you wouldn t ask them to do it in person, recruiting experts say. Before you approach a potential candidate, or someone who is friends with a potential candidate, be sure that you are close enough to the intermediary to ask for the introduction. Don t assume that Facebook behavior is different from regular social interactions, experts say. Ask yourself, Is this person somebody who I would pick up the phone and say, Will you make the introduction? says Ms. Betts. She gets upset when people ask her to make an introduction or a recommendation when she has had minimal contact with the person. 5. Let your employees use Facebook at work. Many companies maintain a Facebook fan page and want to recruit talent through the social network, but then ban the use of Facebook in the workplace. Recruiters say this is a nono. Employees need to feel comfortable using Facebook as a professional tool where they can build professional connections. Not allowing Facebook at the office only makes you look stupid and out of touch, says Mr. Finnigan, who notes that if employees can t get Facebook on their work computers, they can usually access it on their smartphones anyway. You have to not only participate on it, he adds, but be comfortable that your employees are building connections.

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