Fisker: 408 hires in 24 months, on three continents.

A company scaling fast, in several countries at once

From 2022 to 2024, Fisker grew from under 300 employees to more than 1,700. The roles were not only in one country or one function: the company was hiring in the United States, Canada, China and across Europe, including the United Kingdom and Germany.

Global hiring multiplies everything that can go wrong in a search: time zones, local markets, different candidate expectations, and hiring managers who may never have met. At that pace, a search that depends on one person remembering what happens next does not survive.

Process, process, process

The key to scaling hiring globally is the process. The better and more efficient the process is at every stage, the faster a company can scale. Every stage had to run the same way in every country:

• Intake. What the hiring manager needs, written down before the search opens, so a role in Germany and a role in California start from the same standard.
• Sourcing and screening. Direct outreach and a consistent first conversation, so every candidate is measured the same way wherever they are.
• Interviews. Loops scheduled across time zones without losing days between steps.
• Offer and close. A defined path from final interview to signed offer, so strong candidates are not lost at the end.

When every stage is defined, volume stops being a crisis. It is how an average of 17 hires a month held for two years.

Presenting a full package, not a salary

Fisker competed for people with mature compensation packages: base salary plus restricted stock units and stock options. Candidates coming from established companies weigh equity carefully, and an offer that is not explained well loses to one that is.

The work was to present the whole package clearly, from the first conversation through the offer, and to close candidates who were comparing it against the packages of larger, established employers.

408 hires, and managers who came back

Four hundred and eight hires in 24 months, made by Larry himself, about 17 a month, across the countries Fisker was building in. These are Larry's personal results: in 2023, the hires he made himself were about 18 percent of all of Fisker's hires worldwide.

The clearest signal came later. Five Fisker hiring managers hired with Larry again at Sony Honda Mobility of America, including Jonathan Chavarria and Julia Burge, who each had Larry build their team at both companies. That story is in the AFEELA case study.

“Truly the best recruiter that I have worked with in my 20+ years in the automotive industry.”
Carey Gammon, Director, Vehicle Operations, Fisker

Read the recommendations from Fisker hires and hiring managers.

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