💡Insider Tips for Cracking VC Recruiting feat. True Search

Happy post-4th Friday! 🎆 Mic here 👋 VC recruiting can be opaque and hard to navigate, especially for early-career candidates. That’s why, today, I’m thrilled to share my conversation with Joseph Galin, Senior Associate at True Search. 🎉 

True Search is one of the largest executive search firms in the world, placing thousands of candidates each year into top-tier VC and growth roles, among other industries. 🙌 

In this newsletter, we dive into all things VC recruiting and search, including ⬇️ 

• A background on True Search and how search firms operate

• The key skills and experiences VC firms look for in applicants

• How applicants from non-investing backgrounds can best position themselves for VC recruiting

• What the process of working with the True team looks like from start to finish

• Patterns Joseph has observed among successful VC candidates

• LinkedIn profile tips & common VC interview mistakes (and how to avoid them!)

• Benefits of working with a search firm vs. searching independently

• Recruiting and placement trends in the VC industry

• … and more!

A huge thank you to Joseph and True Search for a wonderful conversation! 👏 Recruiting for VC/growth roles? Get in touch with Joseph and True. 

p.s. As always, you can find this week’s open VC roles at the end of this email!

-Mic 

TLDR; Key Takeaways 🧠 

💡 If you only have a few minutes, here are a few golden nuggets from my conversation with Joseph, including how search firms operate and advice for prospective VCs:

• Search firms like True act as a node between their clients [firms] and candidates. The True team advocates for candidates and helps them navigate questions around comp, fit, interview prep, and more.

• For prospective VCs currently in operating roles: find a way to demonstrate interest in the startup ecosystem. This can include joining VC scout programs, attending pitch events, or angel investing.

• Successful VC candidates demonstrate intentionality, grit and hustle, and second-level thinking in their interviews. Don’t just name interesting companies - demonstrate an understanding of how a given startup fits into the broader ecosystem, analyze its tech stack, and have a thesis as to why it will win over competitors.

• The squeaky wheel gets the grease. Start by simply reaching out to VC investors and founders - you’d be surprised. Most people are happy to help and chat, especially when you’re early in your career.

• Position yourself to get noticed on LinkedIn by connecting with and reaching out to VC investors, keeping your profile up-to-date, and making sure to include startup/VC-related experiences.

• Common mistakes Joseph sees in VC interviews are a lack of preparation and not coming across as a team player. Know the portfolio and team of the firm you’re interviewing with. Make sure you’re on time. A thank-you note goes a long way.

• In VC recruiting, Joseph has noticed a trend toward greater openness to operator-turned-investors and an increasing importance being placed on investors having the technical knowledge to resonate with technical founders.

• Many VC roles are never published online. One of the biggest value-adds that comes with working with a search firm is that you’re connected to a broad ecosystem and can access roles not publicly available. The True team will flag candidates as soon as an appropriate role opens, whether it’s directly after an intro call or months down the line.

All Things VC Recruiting with Joseph Galin (True Search) 🌟 

Could you talk a bit about what True Search does and the firm’s role within the VC ecosystem?

Broadly, we are a retained executive search firm. We've been around for about a dozen years now. We started as a group of search professionals from Heidrick, which is one of the big four retained search firms, who spun out because they were interested in the venture-backed ecosystem.

We got our start working with companies from Seed-stage through Series C. Today, we've grown into the sixth-largest retained executive search platform. I'm in the investment professionals practice. My mandate is across venture and growth roles, but having that broader perspective in the operating world is a massive value-add. That’s really where our practice started – we developed close relationships at the fund level through working with portfolio companies. So, we've been able to stretch across the operator and investor divide as a firm, which allows for unique insights across the talent ecosystem. When you think about it, it makes sense because it is a cohesive ecosystem at the end of the day. So many of the best investors come from those operating backgrounds and it's helpful in the recruiting process to have that understanding of both pieces, not just the investment side.

What is your role at True? 

As a senior associate at True, I’m primarily focused on execution. So, I’m your day-to-day point of contact as a candidate. I’m also liaising with the client [firms], but the partners and principals do a little bit more in terms of client management and business development. That said, plenty of them are in the weeds as well. We are there to increase the pipeline and close searches, and really work closely with our clients to make sure that we're getting the right talent to them. On the flip side of that, we're also an advocate for the candidate. We get to act and operate as that messenger [between candidate and firm]. Those difficult questions around comp, fit, feedback… we're responsible for helping to handle those conversations. So, we act as that node between the candidate and the client.

What does the process look like for a candidate working with the True team? 

Our goal internally is: we want to connect the best people with the best opportunities. We really view it as a deep relationship. In terms of the process, you'll have an initial intake call with a member of our team. We may not always reach out for a specific role. Oftentimes, it truly is, ‘hey, let's get to know you and figure out what is interesting for you, first and foremost.’ Versus, ‘hey, we have tunnel vision on this specific role.’ These are long partnerships – we want them to last and we want success for both the client and the candidate. That is truly our goal.

Initially, the conversation will be really broad – we want to get to know you and drill into what you've done, but we’ll mostly focus on what you want to do. From there, I may be your point of contact and may also put you in contact with a colleague of mine that's working on a search that's going to be a little more relevant for you. Then, the True team is that node between you and the firm. Our responsibility is to make sure that we help prep you. If there's a case study, we are more than happy to take a look. We're also going to be very candid about feedback that we hear from the client. We'll also be able to speak on your behalf to the client as well.

There are a lot of sticky situations that come up in candidate processes, right? For example: What is comp going to be? What is the timeline to promotion? These questions can be difficult to ask. That's where we can step in and help. Similarly, that's a really big positive of coming to work with us. We have the institutional knowledge and can give you insight into areas to hone in on and highlight. We’re more than happy to help coach you, do prep calls before each interview, and give you the inside look at where the firm is in the process. 

When it comes down to it, oftentimes timing is everything when it comes to recruiting, especially in venture. These aren't roles that are consistently open. What we can do is flag you as soon as an interesting role comes up – it may be soon after an initial conversation or six months until something opens up. That's important because these aren’t jobs that will be posted publicly on a platform like Indeed. So, having somebody that's on the inside can be a really big value-add.

What separates True from other search firms? 

I'm very lucky – I work with really talented people. Let's be honest, a lot of recruiters have a bad reputation.

Our Slack channel internally is: “Hey, they're looking. I just had a great conversation with this person. Joe, you're working on this search. Do they make sense for it?” There is a really cohesive way that we work together. Beyond just having connections, the human element is prioritized here. I think that's what separates us more than anything else.

How can applicants get noticed by one of the big search firms like True? I’m sure it varies from firm to firm, but are there any key skills or experiences you look for?

Absolutely. To your point, it is always contextual. Different firms have different opinions on what's going to make a good candidate. It can be a little easier if you're already in an investment role.

Showing that you love assisting founders, being in the weeds from a technical perspective, working as a scout for a fund, being involved in mentorship programs. There are tons of different avenues that can help articulate that you're interested in venture. Broadly, VC roles are very competitive. Good education and great brands on your resume – that's table stakes.

What you can do to really differentiate yourself is to be in the flow of things. That's something that is a huge value add for venture funds, especially at the early stage. Sourcing is going to be one of the key components of this role. Being able to show and articulate that you have the network, and know where interesting developments are coming from inside the industry, that's going to be a way that you’ll differentiate yourself from other candidates. 

An additional post-interview note: Actively engaging with the key contacts at firms during the process is a huge plus. One thing we've seen set candidates apart is meaningfully engaging between interviews. For instance, one candidate that ultimately received an offer facilitated a founder intro during the interview process. It was thoughtful, proactive, and showed their ability to do the job. Even sending notes following interviews that demonstrate you are learning through the process will go a long ways and will help you stand out as a candidate.

Do you have any LinkedIn tips for candidates? 

You don't have to be a LinkedIn influencer, but use the platform. A helpful shorthand for us, as we're thinking through things, especially for people that are in the ecosystem, is mutual connections. As simple as that. For example, we'll look and see that they're connected to, say, 15 different VCs. They're out there putting the work in. They have a very specific drive towards this. And that's just a helpful shorthand. 

Also, document what you're doing. If you're working as a scout, make sure it's on your LinkedIn. If you're participating in hackathons, maybe throw a keyword in there. That's not to say you have to spend a ton of time – just make sure that you're keeping your profile up to date. When you meet people, send them a LinkedIn invitation. It's easy. Most people accept them. It really is a helpful signal for us, especially at the early stages. Strengthening your network is one of the biggest things that you can bring as value-add. 

Again, you don't have to be posting every day on LinkedIn. You don't have to be making statuses. Just make sure that your profile is up to date and make sure that you're interfacing. And then use it as an avenue to make connections with people with funds that you want to work at. People tend to be very receptive.

Even myself – if you shoot me a note on LinkedIn, 90% of the time, I'm more than happy to just hop on for an introductory call and get to know you. A lot of people operate in the same way.

Have you noticed any patterns amongst candidates who have been successfully placed into roles (rather than just selected for interviews?)

One of the most important things is intentionality – showing and being able to articulate the ‘whys’ behind your career choices. One of the questions that gets asked most often is: why venture? Especially for folks coming out of the operating world. Answers like, “I want to make a lot of money?” Not good answers. You really want to show that this is your passion – assisting founders, and doing it at the 10,000-foot view. For example, “I've worked on X operational problems and it's been interesting, but being able to see the entirety of the ecosystem is really fascinating to me.”

Another quality we'll see a lot with successful candidates is demonstrating second-level thinking. For example, you'll often be a part of a case study that will ask you to articulate an interesting company and why. Go beyond just, ‘Hey, the founders are interesting.’ You need to be able to analyze a tech stack and how it differentiates from that of competitors, while also understanding where the company is going to fit broadly in the entire ecosystem. Try to show that you have a vision of where a market will be in five years, and a thesis about the companies that are going to succeed because of that. You need to think deeply beyond just identifying great founders with strong backing. 

Also, do your research on the fund itself and the people that you're talking to. Each fund has different perspectives. Be able to go deep on a fund’s portfolio and articulate, ‘Hey, I thought it was interesting that you chose this company instead of this company. Why did you go with that?’ Asking those questions and showing that you're doing the research is really important. 

People, as a general rule, love talking about themselves. If you're going into an interview and you're armed with details about that individual's background and asking them thoughtful questions, you can show that: A) you're doing the work, B) you know how to connect with people, and C) you're really interested. That's how you develop these strong relationships. VC is such a mentorship-driven environment that personality characteristics do play a role. There can be equal candidates on paper but if the personalities don't align, if the ethoses don't align, it won't work out because it is really a true partnership when you're in VC. Being conscious of that and doing your homework pays dividends.

What common mistakes do candidates make when applying for VC positions, and how can they avoid them?

Where we often see people fall short is preparation. Coming in and getting caught flat-footed, not having convincing answers. It does depend on the fund, but we've seen name dropping as a problem. Sometimes we'll see some funds that we work with really prioritize the we, and they'll pick up on little things like a person only talking about themself and not coming across as a team player – which is always a little counterintuitive because it is an interview. Be conscious of the fact that some funds want you to come in with the mentality: “Hey, I'm here to learn, and I recognize that.”

It’s the little things. A thank-you note. Making sure that you're on time. Those are common things that are easily in your control and go a long way.

For candidates, what are the benefits of working with a search firm like True instead of searching independently? 

You get the machinery of a giant team. There are about 20 of us on our platform and you're going to get insight into all of the roles that are effectively on the market. We can also operate as that agent and coach for you as you’re looking. We are advocating on your behalf and we're also going to be able to tell you straight up what the client won't be able to tell you in a process. We know what the client is looking for, what they're optimizing for. Now, are we going to give you the direct answers to the test? No. But, we're going to be able to get you to the point where you'll understand the core focus areas that they're honed in on and what has been successful in the past for them. We're able to give that holistic view.

Finally, one of the biggest value-adds that comes with working with a search firm is that you’re really connected. We have strong relationships and make opportunistic introductions. Once you have a conversation [with a True team member], there are so many doors that can open afterwards. We’re a pretty easy node to get those initial conversations happening.

What recruiting or placement trends are you currently seeing in the venture capital industry? Any changes over the past few years? 

Of course, AI is a hot topic. That's been a big trend over the last six to 12 months. What’s also been really interesting is the operator-turned-investor profile, especially for early-stage firms – having the technical background is being increasingly emphasized.

Finally, how can candidates get in touch with you?

Please don’t ever hesitate to reach out. I’m more than happy to connect and share what I'm seeing on the market. If you do have the interest, it is a really easy first step and any one of my colleagues would be more than happy to do the same.

You can reach out to me on LinkedIn or via email at [email protected]. I'm always happy to meet with people – it’s one of the best parts of my job!

A huge thank you to Joseph and the True Search team! 👏 

New VC Roles This Week 💫 

Internships 🤓 

• Venture Capital Intern @ Trust Fund (Remote, USA) - Apply Here

• Intern, Innovation Ventures & Technology @ Delta Air Lines (Atlanta, GA) - Apply Here

Analyst 😍 

• Investment Analyst @ New Stack Ventures (Chicago, IL) - Apply Here

• VC Analyst/Associate @ Runa Capital (Hybrid - San Francisco, CA) - Apply Here

Associate/Senior Associate 😄 

• Associate @ Wischoff Ventures (Remote, USA) - Apply Here

• Associate @ Forum Ventures (Ontario, CAN) - Apply Here

• Junior Associate @ Bessemer Venture Partners (London, UK) - Apply Here

• Investments Associate @ 11 Tribes Ventures (Chicago, IL) - Apply Here

Operational Roles 🤠 

• Chief of Staff @ Ventures Together (London, UK) - Apply Here

• Program Ops Manager @ Forum Ventures (Ontario, CAN) - Apply Here

❗️ Note that many VC roles are posted without application deadlines and filled on a rolling basis - if you see one you like, I’d recommend applying within a week, or as soon as possible!

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Resources 📝 

• Download my meeting notes template for VC/investment pitches

• Check out my previous post for a list of VC interview resources

• Take a look at the Early VC job board with roles updated twice weekly 🤗 

• Join the waitlist for our VC candidate portal 🤝 

Say Hi! 👋 

And that’s all for this week! You can find me on LinkedIn and X. As always, feel free to reach out to [email protected] with any questions or feedback. I’d love to hear from you! 🙂 

-Mic