# Archive TW Candidates (No Offer Packet)

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See also: [Airtable](https://airtable.com/shrB1eCkut3u2dqSB)

<iframe class="airtable-embed" src="https://airtable.com/embed/shrB1eCkut3u2dqSB?backgroundColor=green&viewControls=on" frameborder="0" onmousewheel="" width="100%" height="533" style="background: transparent; border: 1px solid #ccc;"></iframe>

## [Howard Chen](https://www.linkedin.com/in/howard-chen-9aa88127/) - Recruitment Manager

### Strength: 8/10 (Janet)
### Attraction: 7/10 (Janet)
### Availabile: Immediate
### Salary Actual: 200k NTD / mo | 160k NTD / mo | 2.1M NTD Expected:
### Notes
Summary:
* Love recuitment but tired of being chased after target hence jump in to be inhouse recruiter.
* Highly interested in Recruitment Manager role
* Professional, a NTJ person ( Janet's guess), ISFJ (Edwin's guess, Spencer thinks so too)

Details:
* Had experience enjoy training recruiters yet it was not valued in previous recruiting firm as hitting his own target was the only thing in the firm.
* Push factor exists from current company
* A work-life balance person.
* Super organized and happy to hear Edwin has similar personality

Follow up
* Pull - Enjoy training recruiters. Seems not really motivated to give the given task.
* Push - Little understand about Terminal 1. Regarding job scope.

### He has the following issues:

#### Concern: His salary expectation would be very high (200k / mo @ Amazon, 160k / mo @ Appier)
Spencer: Is this the range we are willing to pay for him?

Edwin:
| Company | Salary | Bonus | Total |
| -- | --: | -- | --: |
| Platinum | 200k | 0-3 months based on team performance | 2.40 - 3.00m
| honestbee | 160k | 2 months | 2.24m
| AWS | 210k | | 2.52m
| Appier | 165k | 0-2 months performance | 1.98 - 2.31m
| Terminal 1 | 165k | 0-6 months performance (up to 1.5 months per quarter), 2 months guaranteed | 2.31 - 2.97m

Upsides:
- Speed
- Don't know whether it'll work out -- better to try
- Can get team of recruiters onboard quickly
- Will most likely have higher retention

- His caring personality will help offset more logical personalities / more tailored to Taiwan recruiters
- Somewhat realistic in terms of KPIs
- Can provide traditional training
- Can create video training library
- Willing to work within T1 structure (???)

Downsides:
- Possibly set a culture of work-life balance
- Takes up a space, then no longer possible to get a more strategic recruitment leader. Can offset by looking for a more strategic country manager.
- He's actually more of a Stratum C (?) being paid at Stratum D (this is hard to verify without working with him)
- Probably not very strong at writing

Key Question:
- Can he understand the company's long-term strategy and fit his strategy into that?

#### Concern: Thinks the job might be running the entire HR department because it is a new company without much structure
Spencer: This is easy, we can give him more structure around our mission, what we are trying to do, and what his role is. Also try to sell him more on building great culture and vision.

Edwin: No, he'll be in charge of the Recruitment department, supported by the HR department.

#### Concern: Career path will be sidelined. He wants to grow his career to more well known companies and this may be a step down (move from Azn, Appier, it's an upward trend)
Spencer: We can give him a director title if his salary is that high.

Edwin: Why his career and resume will get a boost:
- He'll be able to manage way more people than if he's in-house (larger budget).
- Learn much faster if you're in a fast growing company with strong investors.
- First Stratum D (director level) hire, can do Head of Recruitment (TW) title.

#### Concern: Cares about working a 40 hour week for better family life
Spencer:

Edwin: I care more his recruiters work hard than him. Part of that is compensation scheme. Other parts might be him providing better direction. I think he can prioritize his 40 hours well to make sure everyone else is on fire.

#### Concern: Is our company stable?
Spencer: Can invite him to meet with us. Can invite his wife to meet with us as well. Then, we can pitch both the vision, mission, advantages of our company, and who we are.

Edwin: Can invite him to meet with investors. Talk through our business model.

#### Concern: Does not want to do the followup action of creating the 3, 5, 10 yr plan

Spencer: Either he's good and he is turned off by something we did, or he is not good and doesn't want to do work... I think the former is more likely since people like him. Would like to correct bad first impression and then address this question once there is an interest again. Tasks should be given to candidates only if they have expressed explicity commitment.

Edwin: Sounds like he's not sold. Work on selling him more and then time cap the assignment to 2 hours. Focus on the selling points: strong alignment between what he wants to do and what we are asking him to do.

### Oct 29 Dinner with Spencer (Notes)
- We had a good time to talk together and enjoyed the meeting together.
- He doesn't have a strong pull factor anywhere else, but he is looking for the "next opportunity"
- One option is to take a promotion to do the job his friend that recently left had at Appier (he said that he feels abandoned by his friend and that the atmosphere there is very "cold", so he doesn't really like it that much).
- Another option is to go look for a large multi-national (like Facebook or Google) and get in
- A third option is Terminal 1
- Explicitly stated objections:
- He is turning 40 and feels like he should think about job security
- He went through high volatility from his past 3 companies (honestbee, AWS and appier)
- He has seen startups have very crazy situations
- "only 2 ways scenarios to do a lot of training - a lot of growth, or a lot of turnover" He needed to understand our growth and culture strategy to make sure that he would really fit the role
- His wife is very conservative
- He thought that he would dissappoint us with his inability to come up with good strategy thinking
- He affirmed that the role is tailor made for him and if other questions were addressed in a good way he would strongly consider it
- We talked through his all of his objections and turned them into sales opportunities, I think his objections were satisfied a lot towards the end
- In the end, I suggested that he treat Terminal 1 as one of several options he could go to (listed above), and continue with the interview process and then come to a conclusion after getting all the options available to him.
- He appreciated that suggestion and he thought it was a very good idea to just keep getting more information and then make a decision when the information is all there
- I gave him some information about T1's stability by describing how we tackle strategy and how we think about building a robust scalable recruitment firm
- I also talked to him about the kind of culture we want to build, warm, passionate and working smart (prioritizing well)
- I asked him if he would be comfortable continuing in the interview process. He mentioned, after the meeting with Janet, if there was no interest at all, he would have not met with me so he is okay with continuing.
- As the next step, we will proceed with interviewing and let the interview process run its course:
- The next time I'm in town, we will have a meeting with me (1/2 hour) I'll ask about management style
- Sophie needs some training on recruitment, so we will come up with a topic and ask him to train her on it
- Any other meetings he may need:
- Kirill meeting?
- (Potentially) If he needs to see our financial position we would let him know (I offered since he mentioned how honestbee suddenly shut down)
- (Potentially) If he would like to see our office or if it makes sense to involve him in the office decision
- (Potentially) If his wife would like to meet us to know what his future colleagues would look like
- We left on very friendly terms

## [Jane Wei](https://www.linkedin.com/in/jane-pei-chen-wei-a6108471/) - Recruiter

### Strength: 7/10 (Janet) 6/10 (kirill)
### Attraction: 5/10 (Janet) 4/10 (kirill)
### Availabile: ?? 2020Q3 Apr (kirill)
### Salary Actual: ??, Expected: ??
### Notes

Summary:
* 2 years as agency recruiter ( sudo ) and 1.5 years as in-house recruiter ( HTC )
* Very familiar with IT recruitment
* High performer - 120 position close in 2019 by far
* Passive looking for job - hence interested to know more about Terminal 1

Details:
* English is okay
* Learning new and more industrial knowledge in depth is her motivation
* Janet feels there is still a chance to get her into T1.

#### From Kirill:
Janet, Sophie and Jane - Sudo
Provided job posting and headhunting solution. Focused on web engineer.
HTC - smartphone provider. Also have some business in VR/AI/BlockChain. In-house recruiter, responsible for AI team hiring.

Others - unity devs, video/image processing.
Manages 80-100 hires FTEs / year (handled by Jane). Only 1 helper recruiter who is focusing on QA.

Have HR BP who is handling contractors.

sourcing from 104, 51, linkedin enterprise solution, job platforms, referrals. Don’t use recruiters as dont find value.
Challenge - get enough candidates.
Screening - if resume is good pass to hiring manger.

2000 resume -> pass 200 to hiring managers.
Recruiters need to source as well.

For sousing - use linkedin recruiter account. On mobile - own account as premium account is not working well.

Does not expect to be an in-house HR in the long term. Would like to get more experience in business (sales or operations).
Push factors: after 5 years would like to move from in-house HR.

Some tech could make magic happen - that is the reason she likes HTC. great product matters. Not looking for new opportunities before 20Q2 as need to contribute to other positions. In TW have recruitment event in March (university job players) and HTC wants to attend those. A lot of positions to complete.

Planing in next year to study abroad (not confirmed yet). Might need a year or half a year to prepare (could work part time). Not really sure about T1 differentiation in the market and how it would be a success.

104 and LinkedIn have talent pool even though they are not friendly. Not sure what is the value of recruitment firm. (kirill explained again).

## [Vicky Yu](https://www.linkedin.com/in/vicky-yu-05323417b/)
### Strength: 6/10 (SY), 5/10 (ST)
### Attraction: 8/10 (SY), 6/10 (ST)

Summary:
Detail-oriented, hard-working, care about annual package over job description due to very low payment in the previous company (quit in Sep/Oct), not very confident ( stiff / less agreeable) when communicate in English in online calls, not used to get into "why" due to Taiwanese local working experiences (Foxconn)

### Oct 29 Spencer Notes
Definitely ISTJ
Good:
- 3 years of recruitment experience
- structured and organized
- can work hard as a recruiter

Bad:
- she is a perfectionist when it comes to details - can be seen as "slow" because she focuses on making sure of all the details and is a completionist
- She also is a bit clumsy / simple when dealing with people (not horrible but not great)

### Oct 29 Edwin/Sophie
- English language ability is not very strong. Not familiar with recruitment terminology.
- Familiar with Linkedin/Cakeresume/104 Job board souring tool(sad about company didn't provide needed tools like Linkedin premium access)
- Responsible for sourcing oversea candidates from China/US/Canada/Singapore/Hong Kong but have no successful placements in Western market (mainly focus on China market and communicate in Mandarin)
- JD: 70% sourcing and 30% account management/BD (NEED MORE VERIFICATION)
- Like candidate side and communicate with people

### Offer Packet Questions
1. Job Title Offered
Recruiter

2. Stratum (can guess)
B Level (SY Guess)

3. MBTI (can guess)
ISTJ - (SY guess)

4. Current Comp (broken into components exactly)
35k NTD base
No transparcy on the previous company. Only know the base monthly pay and come up with commission scheme per collected info from colleagues

Instruction from her previous manager: Get more commission if more placements completed within a month regardless of the annual package of candidates (NOT COMMON PRACTICE)

**Follow-up action: Ask her to send excel formula and annual placement list to Sophie and Edwin**

Spencer's note:
6 cases in 3 mo with each candidate salary = ~1m/2m NTD Annual **PROVIDE INCONSISTENT NUMBERS**

4a. Billings, commission scheme (exact), commission earnings (exact)
Wait for her feedback on the excel files. If she have no ideas about the precise placements and candidates' annual package, need more evaluation on the qualifications

10-20 placements (candidates' annual salary- 3,000,000 TWD) **NEED VERIFICATION**

5. Expected Comp
monthly - at least 40k / month
All in - 1-2 mo bonus + fair commission scheme based on billings

6. Availability and Earliest Start Date
Quit last month, looking in Nov, can start immediately, haven't interviwed other companys and in the application process til 10/29

6a. Immediate Items they can work on?
Maybe on sourcing

7. If we offered them now, would they join? (write a guide on this)

If we provide a competitive annual base salary, she will consider to join. Her logic is choose the higher payment over the job description. Ask her to choose in-house HR and recruitment firm--> Choose where earn more money

7a. If there are conditions, what are the conditions?
- Not exactly wants to be recruiter because the job does not pay well. Wants to go in house or international to get better opportunities. Thinks T1 can be a fit.
- Can do recruitment

7b. Push factors
- Left because the base and bonus is too low
- Intransparent culture

7c. Pull factors
- English (wants to enter international company)
- Career growth (have exposure to HR functions, consider to be in-house HR in the future)
- Startup atmosphere (flat structure with no hierarchy)
- Prefer software industry rather than hardware (worked in Foxcunn and don't like it, too traditional)

## [Leo Lee](https://www.linkedin.com/in/leo-lee-34a2873a/) - NTJ
### Strength: 8/10 (Janet)
### Attraction: 1/10 (Janet)
Summary:
* Edwin has met Leo in person.

## [Sean Cheng](https://www.linkedin.com/in/seanchengyh/)
### Strength: 6.5/10 (SY)
### Attraction: 7.5/10 (SY)
### Notes (ES)
Q: What kind of jobs are you looking for?
Learning opportunity. To learn a little more. Don't have substantial experience. Was focusing on tech industry.

--

He struggled with any questions he didn't understand, but didn't ask questions to clarify what I was asking.

Probably OK at grunt work or things he has done quite often before but will NOT deal with ambiguity well. **Will definitely need TRM** and we should keep close track of Low TRM tasks.

--

Q: What was the most intellectually challenging problem you tackled?

Looking for the hybrid "On-Site Technical Producer" role for Facebook. The role is directing all technical production for a live event.

It was ambiguous and intellectually challenging because they never had hired this type before.

Says about himself: "does not deal well with ambiguity."

--

Q: How would you hire our TAM role?

**Did a very strong job doing the job intake.** So it appears he'll do well after being trained in a given area. But sometimes felt like he was reading from a script.

--

Q: Why did you leave each job?

NodeFlair - Because he was the most experienced recruiter in the company -- **no one to teach him**. He really wants someone to teach him.

Facebook - They told him that there's no need for sourcers any more.

### Notes (SY)
- he's energetic, fun and willing to work with us via contractor immediately and eventually full time.
- Interested in HR because he likes people, wants to affect business strategy eventually
- 1-1.5 yrs recruitment experience
- Truthful and prefers a relaxed environment over a professional one

Q: What unique qualities do you bring to a team
I bring a good environment and good energy to a team, people enjoy having me in the office, I try to make the office environment fun

Q: Where do you see yourself?
I really enjoy mentoring others. I like it when people find me helpful.

Current Salary: $3500 SG/ month
Expect Salary: can go as low as $2000 USD / month for contract role ($2700)

## [Sophie Tseng](https://www.linkedin.com/in/tseng-sophie-2b800894/) - Strategy Consultant

### Strength: 7.5/10 (Janet)
### Attraction: 7/10 (Janet)
### Availabile: Immediate
### Salary Actual: 1.050k NTD / yr (75k, 14 mo), Expected: 1,207-1,260k
Actual = 950,000 base / 1,050,000 including bonus
Expects: 15 - 20% increase
Expected @ 15% = 1.2075m (~100k / mo) = 19 USD / h = 3,287 USD / mo
Expected @ 20% = 1.2600m (~105k / mo)

### Offer Packet Questions

1. Job Title Offered
HR Manager

2. Stratum (can guess)
C Level (SY guess) - shows good confidence in the general plan 1-2 years out

3. MBTI (can guess)
ISTJ (Reported - SY thinks so)

4. Current Comp (broken into components exactly)
950k base 100k bonus

4a. Billings, commission scheme (exact), commission earnings (exact)
N/A

5. Expected Comp
1.21m total

6. Availability and Earliest Start Date
Immediately

6a. Immediate Items they can work on?
**Training Materials, Job Descriptions, and TW Hiring**

7. If we offered them now, would they join? (write a guide on this)
Yes for 1 mo contract
Wait and see for full time

7a. If there are conditions, what are the conditions?

7b. Push factors

7c. Pull factors

### Notes

* Currently looking for opportunity
* *A Smart finisher*
* Care about managers' charisma, Once suffered by inappropriate abuse at workplace.

**Detailed Notes**
Role: Strategy Consultant Role + 5 years in HR especially L&D+ has both MNC & startup experience ( was doing part-time research project for Sudo)+

Currently looking for job, able to start anytime
+ Fluent English

T1's attraction point
* nothing specific yet open to discuss new opportunities.

#### Personality
Detailed-oriented and self-disciplined but something push herself too much into perfection (which is not a good idea may get too stressed)

Good at doing 10 - 100 (maintain and grow)
compare to 0 -1 (initiation)

Give her a framework and guideline in the beginning.

Tactics to win the deal
- This role is more miscellaneous so giving positive recognition to her will help
- Show the impact / big picture of the company
- Core team’s charisma/ leadership. (She had bad experience of inappropriate verbal abuse from previous company )

She will see how the chemistry is.

#### Edwin / Spencer Interview
Need to gauge which position would be most suitable (Recruiter (preferred) vs Strategy):
- Where is her passion?
- What is her experience?
- What does she want to learn?
- How did she pick her previous jobs?

Look through her resume and previous experiences:
- Describe some projects that were highly regarded by your management, especially by the levels above your immediate supervisor.
- What are your weaknesses? How are you working to eliminate them?
- Convince me why my company should hire you.
- What are some of the problems you are encountering in your current position? How are you going about solving them? What could you have done to prevent them from cropping up?
- Why do you think you’re ready for this new job?
- What do you consider your most significant achievements? Why were they important to you?
- What do you consider your most significant failures? What did you learn from them?
- Why do you think an engineer should be chosen for a marketing position? (Vary this one according to the situation.)
- What was the most important course or project you completed in your college career? Why was it so important?

## [Huan Po](https://www.linkedin.com/in/huanpo1991/) - Strategy Consultant
### Strength: 5/10 (SY), 6.5/10 (Janet)
### Attraction: 7/10 (SY), 8/10 (Janet)
### Available: 1.5 month
### Salary Actual: 0.9M, Expected: 1.1M

+ 5 years experience in project management
+ Experience covers MNC + startup
+ English level - fluent. ( Beijing University EMBA )
+ Operation work will be very suitable for him. People oriented, like to talk to people. (Janet thinks that he may like this industry)

T1's attraction point
* International aspect working environment
* Based in Taiwan ( considering moving back to Taiwan from China )
* Smart team

Personality
- Well-organized, team oriented and push himself to the limit

Tactics to win the deal
- He has no experience in HR tech industry. If we consider having his past experience to help T1 for operational work/ Taiwan expansion admin. It would be a good fit
- He is more like a researcher kind of staff. Maybe having him for our city expansion research ( he is now working in a Beijing NGO doing research of corporate innovation )

Concerning
- Not much relevance to T1 from his previous experience. However personality-wise, he is a good talent.

Notes from Spencer's Call:
+ good as Project Manager
+ has a good introductory business foundation
+ can argue his point and think on his feet
+ smart, great english, good personality, fun, optimistic and driven

- needs to go into more detail when he is describing things (a bit fluffy)
- maybe not the best fit for strategy role which will need someone who is quite specialized in strategic thinking

Spencer Evaluation: If we had a 10 person team, and we were just looking for good talent to plug into the org, I would sell him hard to get him. However, we're in a situation where we need people to fit into particular areas of contribution and we lack the management rigor right now to utilize his skills effectively.