Stefan Schaus

🔥 Get exclusive access to the Product Discovery Cheat Sheet 🔥 with 26 Product Discovery Methods that will enable you to "build the RIGHT THING" and not just "build the THING RIGHT" for your users. At konversionsKRAFT AG, we collected the most relevant methods that we have used in order to help our clients build and grow their digital products - you can use this board to evaluate your status quo and select the matching methods based on where you stand. To get access, follow these simple steps: 1️⃣ Connect with me and Anastasia Shvedova 2️⃣ Like this post ❤️  3️⃣ Comment on this post ("Brilliant, I want access!") 🚨 Disclaimer: this is the first version of the Product Discovery Cheat Sheet and we are looking forward to your questions and feedback while you are using it. Please feel free to approach us any time with your thoughts! #productdiscovery #discoverycheatsheet #productexperimentation #cromethods #testing #experimentation #growthmarketingsummit #growthmindedsuperheros #productmanagement

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🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

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In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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T H E N I C H E D O M I N A T O R F R A M E W O R K 10 Schritte, um deine Software Development Agentur zu positionieren.

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SAVE THE DATE

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Learning from the best… wie Partizipationsprozesse zum Erfolg werden…

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Revisionssoftware RIAS SaaS...hier ein paar relevante Infos

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Equal performance with shorter working hours - How is that supposed to be possible (without getting sick)? 🤔 The answer lies in a dynamic interplay of three key factors: 1. Work redesign 🔄: We need to optimize and develop our work culture and processes. It's about eliminating outdated practices and shifting the focus from pure working time to the value actually created. 2. Healthier employees🏃 ♀️🏃: This is done both by being involved in the change process and a healthy corporate culture, but first and foremost by giving them more time to recover. 3. Reduce expenses and costs💸: Effective recruiting and employee retention are the top priorities on boards of directors this year, and for good reason. Lengthy hiring processes and high turnover are expensive. At the heart of this model is the synergy of these factors – they reinforce each other. Let's consider three examples: - Optimization of culture and processes happens constantly. It is only when employees are healthier that the creativity arises that allows significant progress. 🚀 - Healthier employees not only suffer fewer sick days, but also reduce the associated costs. In Switzerland alone, back pain causes indirect costs of between CHF 2.5 billion and CHF 5 billion due to production losses – and that's just the cost of one type of disease. 🇨🇭💰 - Improved working conditions also increase the well-being of employees. 😊 This is also the reason why work redesign without the reduced working hours does not have the same effect or why working time reduction without work redesign also does not allow for an 8h reduction. What other factors do you see that are intensified by a 4-day week? #BusinessEfficiency #EmployeeHealth #CostReduction #4tagewoche #Systemtheorie

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💻 How frequently is ChatGPT used in HR departments in Germany? The Kienbaum Institut @ ISM für Leadership & Transformation GmbH conducted an HR Pulse Check survey with 136 HR leaders and experts. 💡 39% of German HR professionals have already embraced ChatGPT in HR processes, with continuous upward trends! 📄 Read the full whitepaper: https://lnkd.in/evuqRZ2J

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Today, I delved into the critical roles of onboarding and offboarding during the "Future of Work: Technologie, Engagement & Retention" webinar at SAATKORN. It's alarming to learn that 28% of new employees leave within their first 90 days, often due to inadequate onboarding practices. Equally, offboarding is essential; as the saying goes, "culture shows itself in exit." Effective offboarding provides invaluable insights into organizational culture and areas for improvement. #EmployeeEngagement #Onboarding #Offboarding #CompanyCulture #FutureOfWork

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Latest News

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The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

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What better than to read a good book on this mental health day!! A beautiful book by a dear friend !!!

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📊 𝗧𝗵𝗲 𝘀𝘂𝗿𝘃𝗲𝘆 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝗮𝗿𝗲 𝗶𝗻! - 𝗟𝗘𝗔𝗗𝗘𝗥 𝗣𝗥𝗜𝗢𝗥𝗜𝗧𝗜𝗘𝗦 At the beginning of 2024, we started a survey among my LinkedIn connections to better understand current leadership priorities. I am happy to share the first batch of results with you! #leadership #priorities #retention #recruiting #teamperformance

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Embracing Digital Transformation in HR—How Does Job Architecture Fit In? A recent study by Haufe, in collaboration with the University of Mannheim, highlights a slow but steady digital transformation in HR, with smaller companies making impressive strides. But digitalization isn’t simply about adopting new tech tools—it’s about reshaping roles to fully leverage these advancements. This is where job architecture comes into play, aligning digital skills with role expectations and defining new, tech-enabled positions that are essential in today’s digital landscape. By thoughtfully adapting job structures, HR teams can create a foundation that both empowers their workforce and fuels long-term organizational success. 🌐 With the right job design, HR can bridge the gap between existing skills and emerging needs, fostering a culture of learning and adaptability. Whether it’s through establishing roles focused on data analytics or incorporating AI into daily workflows, job architecture is key to a successful digital evolution. ➡️ Learn more from Haufe’s study here: https://lnkd.in/e5zY6V52 #HRtech #DigitalHR #FutureOfWork #JobArchitecture

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Stay ahead with the latest HR trends for 2024. From remote work evolution to advancements in technology, find out what’s shaping the HR landscape this year. #onblick #hrtrends #stayahead #hr #humanresources #evolution

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