At a time of ever more innovative projects, spectacular growth, and eight-figure fundraising, our startups often lack only one element to conquer the world: effective recruiting.

If you run one of the 10,000 French startups, you're probably hoping to bring the best talent to you.

But here's the thing: you can't recruit properly and especially quickly. Why?

• You don't spend enough time on your research

You're caught up in your business and by the time you've found the time to search for candidates, contact them and interview them...they've already signed elsewhere.

• You don't have the right network

You may not be visible to the community you are interested in despite your growing reputation.

• You are looking for the 5-legged sheep
.

The candidate does not apply because he or she does not fit the ad in every way, even though he or she could perfectly fit the project.

Do you really need a five-legged sheep? Or just the right candidate for you?

• You don't know how to do it

Recruiting is a job, we sometimes tend to forget that. Once the candidate is in front of you, how can you be sure that he is the right one, that he will meet your expectations, that he will fit in with the group?

When you launched your company, you may not have thought you would have to face a real " talent war". You haven't been trained in this and yet recruiting the right profiles becomes strategic to your project's future.

Nuggets are getting scarce, everyone is snapping them up and you may not have all the cards in your hand to convince them to join you.

Or without recruitment, no growth and without growth...you know the rest.

So how do you successfully target them, seduce them and integrate them as quickly as possible?

1 - Inbound Recruiting

Numerous startups are known and recognized for regularly documenting their blog and their various social networks. The objective? Demonstrate their know-how by describing the projects they are working on... and it works.

Young talent from around the world salivate at their innovative abilities and the atmosphere in these unparalleled structures. And it's yielding exceptional results in terms of acquisition of candidates !

Here's the thing: Inbound Recruiting requires time and the mobilization of important resso urces, which can be a hindrance for some startups.

2 - Go through a service provider!

The right provider can help and support you in your recruitment project

If you don't have the time, nor the skills, you always have the option of hiring startup recruiting experts.

Why ? Because they know your needs, your expectations and understand your culture, your DNA to find you the pearl.

Going through a recruiting firm gives you the luxury of only meeting pre-screened, qualified candidates for your startup, allowing you to focus fully on growing your business.

However, the services of a firm come at a price. If you have just started your venture and have not yet raised funds, you may not have sufficient means for this professional support.

Yet, you still have an option !

3 - Get help for free !

You are not dreaming, it is possible !

The #LeGarage operation was devised to help startups with their recruiting.

It is geared towards "early stage" startups (understand: startup in its first two years of existence) without sufficient resources to go through a firm, yet needing to put in the work from the beginning of their venture to recruit the right talent.

Remember: " a great team with a poor idea will do better than a poor team with a great idea" !

The #LeGarage operation was imagined to help young startups 

#TheGarage takes place every quarter and to try to win the free recruitment, simply register here. If you fit the criteria, then you'll get into the final selection contest!

Startupers and startups, it's time to arm yourself to take on the world!

This article was produced with the friendly collaboration of our partner JOB4.