Henriette from Start To Finish on Challenges and Solutions in Modern Recruitment

The world of work is changing, and so must recruitment. This sector often feels outdated, with recruitment’s reputation fluctuating between mere resume pushers and genuine advisors. Today, we’re speaking with Henriette from Start to Finish, a company taking a fresh approach as a fully remote agency. Henriette shares challenges in recruiting, how Start to Finish addresses them, and advice for those considering starting in this field. But first, let’s get to know her.

Hi, I’m Henriette, and I’ve been a recruiter and social media manager at Start To Finish since early 2022—a pretty unusual combo, right? ;) This dual role gives me great insights into both fields. Half of my day involves speaking with startup founders in e-commerce, tech, and Amazon FBA, finding A-Players for their companies. The other half, I produce content for our company, design our startup job newsletter, assist our Recruiting Academy, and coach our team on LinkedIn personal branding to attract both candidates and founders.

What do you see as the biggest challenge in recruiting?

The biggest challenge is the human factor—anything can happen. We engage in active sourcing and initially only see candidates on LinkedIn, not knowing what they’re truly like. Even after an initial conversation, fully assessing someone remains tricky. A candidate might appear underwhelming online yet be the perfect match when you meet them. Conversely, someone might seem ideal and express interest, only to never be heard from again.

How does Start to Finish tackle this problem?

Eliminating the human element in recruiting is impossible, but we do two things to succeed in candidate placements.

First, we focus on excellent copywriting, which sets us apart from 99% of other InMail messages in candidates’ inboxes, making them eager from the start and aware that we think differently.

Second, we prioritize communication across all fronts and act quickly. We ask candidates in interviews where they want to go and what’s important in their new role. We also check in regularly to gauge their process experience and position status. Many candidates drop out if a process spans over four weeks, so we ensure prompt initial and subsequent discussions with startups. If we can’t maintain this pace, we rely heavily on communication to retain candidates.

As a startup yourselves, what do you think is particularly difficult for new recruitment ventures?

Gaining trust is particularly challenging. While people generally know agencies search for new hires on behalf of companies, candidates can be skeptical about trusting a recruiter. It’s worthwhile to invest in building a strong employer brand and the personal brands of recruiters over time.

Is there something that particularly aids in starting or founding a recruitment initiative?

Yes, bringing in true experts helps, as it does in all businesses. Many wrongly believe initially hiring “affordable” staff like interns is the best strategy, but most startups actually need genuine A-Players from the start—those who can drive the company forward and bring significant expertise.

Huge thanks for these fascinating insights, Henriette! And to all readers: If you’re a startup or about to launch, keep these points in mind for your venture and feel free to reach out to Henriette or Start To Finish for support.