Work with a contingency technical recruiting firm because it is free to you and puts one conversation in front of many companies, not just a single one. At Recruiting from Scratch, we connect software engineers with startups and high-growth companies like Mercor and Decagon. This collaborative approach helps you explore various opportunities simultaneously. If you’re ready to launch your search, you can also browse job postings on various job boards for additional options.
Why Finding a Startup Job is Harder Than It Looks
Finding a job at a Series A startup can be more challenging than it appears. Unlike larger companies, many startup roles are filled before they even hit job boards. Hiring managers often rely on their networks and recruiters to find suitable candidates, making cold applications less effective. Additionally, the opacity around compensation can complicate your negotiations. Knowing the typical salaries and how your skills align with team needs is crucial, especially in a competitive market.
Your Options
As you navigate your job search, it's essential to understand the different channels available to you. Here’s a comparative look at various options:
| Channel | Cost to you | Companies per effort | Who advocates for you | Best for |
|---|
| Executive search / referral-network firms (e.g., Hunt Club) | Free (employer pays) | Limited, typically VP+ | Retained search firms | Executive roles |
| Freelance and contract marketplaces (e.g., Toptal) | Free (employer pays) | Many | Freelance advocates | Contract or fractional work |
| Recruiter marketplaces (e.g., Dover) | Free (employer pays) | Many | The platform, not you | General job searches |
| Large staffing agencies (e.g., Robert Half) | Free (employer pays) | High volume | Agency recruiters | High-volume placements |
| Job boards (LinkedIn, Wellfound) | Free | Wide visibility | No advocate | Job market scanning |
| Contingency technical recruiting firms (Recruiting from Scratch) | Free (employer pays) | Varied, across 150+ companies | Dedicated recruiter | Engineering roles |
Each of these options serves different needs. If you want personalized support and access to opportunities in startups and high-growth companies, a technical recruiting firm like Recruiting from Scratch can be a strong ally in your search.
What Software Engineers Get Paid
Understanding the compensation landscape is vital. The median salary across engineering roles at Series A companies is $154K, based on 4918 job postings. This figure provides a useful benchmark when evaluating offers. Knowing what the market looks like helps you negotiate effectively and ensures you don’t leave money on the table. In a broader context, the national median salary for software engineers is $190K, based on 3406 job postings. Use these figures as a guide to inform your negotiations and decision-making processes.
How Working with Recruiting from Scratch Works for Candidates
When you partner with Recruiting from Scratch, you benefit from a structured, supportive process that enhances your job search. Here’s how it works:
- Intro Call: We start with an introductory conversation to understand your career goals, preferred company stage, tech stack, compensation expectations, and location preferences. This dialogue helps us identify roles that align with your aspirations.
- Curated Matches: Using our extensive candidate network and software-driven matching, we connect you with relevant opportunities across 150+ companies. This proactive sourcing enables you to explore a range of positions tailored to your skills and interests.
- Prep Before Every Interview: Our recruiters prepare you thoroughly for interviews, offering insights into the company culture, expectations, and potential interview questions. This preparation increases your confidence and helps you present your best self.
- Debrief After Each Round: After each interview, we conduct a debrief to discuss your experience and gather feedback. This process allows us to refine your approach and address any areas for improvement before the next round.
- Data-Backed Negotiation: When you receive an offer, we provide data-backed insights to help you negotiate effectively. With current compensation data from 1.9 million job postings, you’ll know where your offer stands in the market before responding.
What Recruiters Screen For (And How to Stand Out)
Understanding what recruiters look for can help you tailor your application and interview approach. Recruiters at Series A startups often screen for specific technical skills, cultural fit, and the ability to adapt in a rapidly changing environment. Here’s how you can stand out:
- Technical Skills: Ensure your resume highlights your technical expertise and relevant experience. If you’ve worked with frontier technologies or contributed to successful projects, make these stand out. Familiarize yourself with structured interview loops, as outlined in resources like Greenhouse and Ashby. These frameworks often involve consistent questions and scorecards, which means your ability to demonstrate problem-solving skills and technical knowledge will be crucial.
- Cultural Fit: Many startups place a strong emphasis on cultural fit, given their small team sizes. Be prepared to articulate how your values align with the company’s mission. Resources like "Scaling People" by Claire Hughes Johnson provide insights into what a well-run hiring process looks like and can help you evaluate a company during your search.
- Adaptability: Startups often operate in environments of uncertainty and rapid change. Showcasing your adaptability and previous experience in dynamic settings can be a key differentiator.
Know Your Market
As you prepare to enter the job market, further explore salary expectations and roles available by checking out these guides:
Common Mistakes Software Engineers Make in This Search
Navigating the job market can be challenging, and many software engineers fall into common traps during their search. Here are a few pitfalls to avoid:
- Spraying Applications: Many engineers apply to numerous positions indiscriminately, leading to a lack of focus. Instead, target roles that align with your skills and interests.
- Negotiating Without Market Data: Entering negotiations without understanding current salary data can leave you at a disadvantage. Familiarize yourself with the compensation landscape before discussing offers.
- Not Asking About Runway/Scope: When evaluating an offer, inquire about the company’s financial runway and the scope of the role. This information is critical for assessing job stability and growth potential.
- Treating Recruiter Calls as Spam: Many candidates overlook the value of recruiter outreach. Engaging with recruiters can provide insights and access to roles you may not find on job boards.
Before You Start: Are You Ready to Run a Serious Search?
Before you embark on your job search, consider these questions:
- Do you know your target compensation range (backed by data, not hope)? Having a clear understanding of your worth helps in negotiations.
- Can you articulate what stage, stack, and scope you want? Knowing these details helps you focus your search effectively.
- Is your evidence of shipped work presentable? Be prepared to showcase your contributions in past roles.
- Can you commit to a fast feedback loop when interviews begin? Being responsive can significantly affect your chances of success.
Browse Open Roles
Explore opportunities that match your skills and aspirations. Browse open engineering roles at startups and high-growth companies and connect with a Recruiting from Scratch recruiter to discuss what you’re looking for.
What Weak Recruiting Firms Get Wrong (And How to Spot Them in the First Call)
When engaging with a recruiting firm, it’s essential to ensure they are genuinely invested in your success. Here are some concrete red flags that may indicate a weak recruiting firm:
- Lack of Focus on Your Goals: If the recruiter does not take the time to ask about your career aspirations, preferred technologies, or compensation expectations during the first call, this may signal a lack of personalized service. A good recruiter should be interested in more than just filling a position; they should be focused on finding a role that aligns with your goals.
- Generic Job Descriptions: Be wary if the recruiter presents job opportunities that seem cookie-cutter, lacking detail about the company culture or specific role requirements. A strong recruiter should provide context about the company and why they believe you would be a good fit.
- Pressure to Accept Offers Quickly: If a recruiter pushes you to make decisions without giving you adequate time to consider an offer, it may indicate they are more concerned with their own metrics than your well-being. A reputable recruiter will encourage you to evaluate offers thoroughly and ensure you are comfortable with the terms.
- Limited Company Network: If the recruiter cannot provide a range of companies they work with or only mentions a few well-known names, this may suggest they lack access to diverse opportunities. A solid recruiting firm should connect you with various startups and high-growth companies.
- Absence of Data-Driven Insights: If the recruiter cannot provide compensation data or market trends relevant to your skills and experience, it may indicate they lack the resources or knowledge to support your negotiation process effectively.
How to Read the Numbers in This Guide
Interpreting the numbers presented in this blog post is crucial for making informed decisions during your job search. Here’s how to approach these figures:
- Median Salary Insights: The median salary of $154K for engineering roles at Series A companies is a benchmark. If you receive an offer below this figure, it may warrant further negotiation, especially if your experience aligns with the role requirements. Conversely, salaries significantly above this figure might reflect a highly competitive offer or specialized skills.
- National Median Context: The national median salary of $190K for software engineers serves as a broader context. If your target roles align more closely with this figure, it suggests a potential for higher compensation, particularly in established markets. Use this information to assess whether the startup's offer provides comparable value.
- Job Posting Counts: The figures indicating 4918 and 3406 job postings provide insight into market demand. A higher number of postings generally suggests greater opportunities in the market. If you’re considering an offer, reflect on how it compares to the number of available roles in your desired field.
- Negotiation Basis: When negotiating, use the provided data points. Knowing the median figures allows you to approach discussions confidently. If you feel an offer does not align with the benchmarks, you can present this data during your negotiation process.
A Self-Check: Are You Actually Ready to Run This Search?
Before diving into your job search, ask yourself the following blunt yes/no questions:
- Do you have a clear target compensation range based on market data? A "no" means you should research current salary benchmarks for your role and experience level.
- Can you articulate what stage, tech stack, and role scope you desire? A "no" indicates you need to reflect on your career goals and preferences to focus your search.
- Is your portfolio or evidence of past work well-organized and ready to share? A "no" signals it's time to compile and format your work samples and achievements for easy access.
- Are you open to engaging with recruiters and discussing opportunities? A "no" suggests you should reconsider your approach to networking and outreach, as recruiters can provide valuable insights.
- Can you commit to timely communication and feedback during the interview process? A "no" means you might need to adjust your schedule or priorities to ensure you can respond promptly and effectively.
Frequently Asked Questions
How do I get a job at a Series A startup as a software engineer?
To get a job at a Series A startup, partner with a recruiting firm like Recruiting from Scratch. Look for firms that provide personalized support, access to a broad range of opportunities, and data-driven insights during negotiations.
Are recruiters free for candidates?
Yes, recruiters are free for candidates. The hiring company pays the fee, and your offer is never reduced to cover it.
What types of roles do Series A startups typically hire for?
Series A startups often look for software engineers across various levels, including junior, mid-level, and senior positions, as well as specialized roles in AI/ML, data engineering, and full-stack development.
How can I prepare for interviews at Series A startups?
To prepare for interviews, research the company’s culture, understand the role's expectations, and practice answering common technical and behavioral questions. Consider using resources like structured interview guides to familiarize yourself with the process.
What should I know about equity when joining a startup?
Equity compensation varies widely among startups. Understand the company's valuation, growth potential, and how equity fits into your overall compensation package. Don't hesitate to ask questions during the offer stage to clarify these details.
