David Paffenholz
16 statements across 1 episodes · 8 bullish · 0 bearish · 1 people on the record · first statement Nov 7, 2025 by David Paffenholz · across every show →
On the record as a speaker too: David Paffenholz's record, appearances and statements → this page counts the times other people say the name.
Everything said about David Paffenholz, oldest first
Nov 7, 2025
Paffenholz: Do Not Waste Effort Pitching Candidates Seeking Big Tech Stability
“And you might get signals early on that they really want to be in big tech, and that can be really hard to convince them otherwise, especially if it's like, say, comp package related or stability of job related. It's probably not worth fighting that battle bec…”
Nov 7, 2025 positive
Paffenholz: Target candidates with only one prestige credential to avoid recruiter competition
“If they went to a good university and worked at a good company, they're going to get a lot of outreach anyways. If they've maybe only done one of those two things, they might still be really talented, and they might not be getting as much outreach.”
Nov 7, 2025 positive
Nov 7, 2025 positive
Nov 7, 2025 positive
Paffenholz: Same-company AE promotions are stronger signals than job-hopping
“Another factor that can be useful signal in AEs is candidates who have quickly gone through promotion cycles from SDR to AE, AE to senior AE, and more. It's particularly helpful if they've done that while being at the same company and they've been promoted whi…”
Nov 7, 2025
Nov 7, 2025 positive
Paffenholz: Early startup engineering hires work best with founder experience
“Things we've seen work particularly well for early stage engineering candidates is having shown some experience of building their own projects or doing something that's more akin to starting a startup. Maybe they've even been a startup founder in the past, or …”
Nov 7, 2025
Paffenholz: Sales candidates respond better on LinkedIn while engineers prefer email
“Good sellers are often particularly active on LinkedIn because they're also communicating with their prospects there and so response rates tend to be higher there. For engineering, in the comparisons we've seen customers do, oftentimes emails get better respon…”
Nov 7, 2025
Paffenholz: Candidates Interviewing at Big Tech Lack Clarity on Startups
“Are they also interviewing with a big tech company? If so, that might indicate that they're not quite sure in which direction they want to go yet, and we'll have to circle back to selling on why should they be joining a startup in the first place.”
Nov 7, 2025
Nov 7, 2025 positive
Nov 7, 2025 positive
Paffenholz: A 40% response rate requires five minutes of personalization per candidate
“And so for 40% response rates, those are definitely going to be Personalized. And that may mean you spend five minutes on personalizing each outreach message. It takes a good amount of time. But it's also worth it because you're going to be getting in touch wi…”
Nov 7, 2025
Nov 7, 2025 neutral
Paffenholz: Recruiting founders should interview at least 10 candidates weekly
“Your goal should be to speak with at least 10 candidates a week. You can either do those all in one day or spread those out a little bit, depending on your preference. If you're not getting to 10 interviews per week, it's probably a sign that you're not doing …”
Nov 7, 2025
Paffenholz: Recruiting search is fundamentally harder than sales search due to profile depth
“And it's also quite different than how search on like a sales tool might work like, where it's all about the current company or the current role. With recruiting, it's really about their full depth of experience.”
Nov 7, 2025 positive
Paffenholz: Every co-founder must participate in early candidate sourcing
“Every founder should be involved in this process. It's tempting to say, oh, one founder is going to, you know, lead the charge on, on hiring. It becomes really difficult because it also means that not every founder is giving that same input or calibration into…”