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Christopher White

CEO - Entrepreneur - Technologist - Advisor

Christopher White is a NYC-based entrepreneur with a passion for connecting with other business leaders, startup founders, and creatives in the digital space.

After years as a mobile engineer, Christopher transitioned to freelancing and consulting in 2012 before establishing The Sneakers Agency in 2014, emphasizing continuous improvement and delivering innovative digital strategies.

His agency provides full-service digital product development, catering to startups, enterprises, and non-profits, offering services like branding, design, mobile and web development, marketing, SEO, and more.

Christopher holds a Masters of Science in Engineering from Princeton University and a BS in Civil Engineering from Carnegie Mellon University, ensuring a strong foundation for his entrepreneurial endeavors.

He is an official member of the Forbes New York Business Council and has held various positions in tech companies such as SYPartners, betaworks, and ALK Technologies, showcasing extensive experience in mobile software engineering and project management.

Highlights

Jul 26 · linkedin

Negotiating job offers is tricky.

The process is filled with landmines. So you'll never get it right 100% of the time. However, as an employer, there are some practical ways to improve the process and increase your close rate with candidates.

Over at Rad Hires, when we're ready to work with a client to help them make an offer, this is our process:

  1. Start from a place of humility and respect that while you may think your company is amazing, it's not perfect and A-player candidates always have options and a bit of the upper hand. So list out all of the great things about your company and the opportunity that this role provides.

  2. Map out your upper walk-away criteria for a given role & specific candidate. For instance, what's the latest start date you can live with? What's the maximum compensation package you can afford? What's the most senior title you'd give?

  3. Express to your recruiter that you're interested in making an offer so that they can notify the candidate and speak to the candidate as soon as possible.

  4. As recruiters, we then speak to the candidate to fully suss out the candidate's walk-away criteria. For instance, what's the soonest start date you can live with? What level of compensation are you willing to accept? What's the lowest title you'd be able to live with? Our goal isn't to get them the lowest possible terms. Our goal is to avoid a situation where our client wants to make a lowball offer that we know our candidate won't accept.

  5. We then speak to the client and let them know whether or not we think there is an opportunity to make an offer to this candidate. If there is, then we work with the client to finalize a compelling offer that we're very confident will be accepted by the candidate.

  6. Once the offer is ready, we present it and go over it with the candidate. If we've done our job in steps 1-5, then this should be mostly a formality.

Remember, as an employer, the goal is to only present formal offers that you're 99% will be accepted by a candidate.

If you're not at a 99% confidence level then you need to start over from step 1 or walk away.

**This is how we close candidates for our clients at Rad Hires.

And now it's yours.

Go out there armed and ready to make more hires. 🚀

#hiring #recruiting

Mar 12 · linkedin

If you want to hire A-players, your onboarding process needs to be dialed in...

Otherwise you run the risk of A-player candidates wanting to run for the hills because you made a poor first impression.

In my last short video below on "How to Hire A-Players," I go over the key steps you should follow for your onboarding process so that A-Players feel welcome and confident that they made the right choice in joining your company:

  • First, have a meetig internally about how this person needs to be onboarded.
  • Second, send them frequence communucation before their start date in the form of informative emails about the onboarding experience and what to expect and who will greet them on their first day.
  • Third, on their first day, make sure someone is the assigned point person to meet them (in-person or virtually) and them setup with the basics (email, slack, etc.) 
  • Fourth, make sure someone is the assigned person to get them access to systems for their actual work and added to key meetings. This is typically going to be their hiring manager.
  • Fifth, make sure their hiring manager is set up to check in with them at the end of their first week and for monthly 1-2-1's.

The first 90 days is crucial for new hires, especially A-players.

And if your company is remote-first, it's even more important to dial in this process.

Taking the time to structure a solid onboarding process helps with long-term employee retention.

Check it out. 👇

#hiring #recruiting

Christopher White
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Location

New York, New York, United States