Anneli Scopazzi

SaaS Hiring Managers!!! FlanStaff is representing a Head of Operations who has a strong background in Product and SaaS. Take a look at her background below and let's set up a time for you two to speak! 💠 Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #SaaS #Hiring #Operations #ProductManagement #Leadership #BusinessGrowth #OperationalExcellence #StrategicPlanning #Innovation #DigitalTransformation #businessoperations #imhirning

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Looking to hire a Head of Operations!! Look no further than this candidate!! Let's set up a time to speak with her!! 💠 FlanStaff Candidate - Head of Operations - Austin, TX 💠 💠 Proven Product Visionary 💠 Successfully directed the product vision and roadmap for a product line generating over $9.5M in ARR, demonstrating a strategic approach to driving competitive advantage and revenue growth. 💠 Operational Excellence Leader 💠 Spearheaded the unification of three product lines into a streamlined workflow, improving delivery times by 30%, reducing customer bugs by 66%, and saving $633K in recurring vendor costs, showcasing a strong ability to enhance operational efficiency. 💠 Strategic Program Management 💠 Led a critical post-acquisition customer migration project, preserving $16M in ARR, and managed the sunset of four additional features and products, highlighting expertise in handling complex, high-stakes initiatives. 💠 Innovative Product Development 💠 Identified and capitalized on product gaps, adding $1M in ARR with a projected $2.5M ARR by 2025 through enhancements in payment offerings, underscoring a knack for market-driven product innovation. 💠 Transformational Leadership 💠 Directed a digital transformation project, migrating to a new support platform, and restructured the product education department to create scalable training programs for 700+ clients, demonstrating exceptional leadership in driving organizational change and capability building. #Hiring #HeadOfOperations #Leadership #OperationalExcellence #StrategicManagement #ProductVision #Innovation #DigitalTransformation #CareerOpportunity #JobOpening #hiring #imhiring      

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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"Where do you keep finding these rockstar candidates?" That's the question our client, the CEO of a fast-growing SaaS startup, asked us after we helped them fill a critical Controller role. As a boutique recruiting firm, we pride ourselves on our ability to uncover top talent – even for niche, hard-to-fill positions. In this case, the client was struggling to find a seasoned Controller with deep experience in SaaS accounting and FP&A. They had been searching for months without success. That's when they reached out to our team. We tapped into our extensive network of passive candidates and got to work. Within 2 weeks, we presented the client with 3 finalists – all of whom exceeded the job requirements. The selected candidate not only had the technical expertise the client needed, but also the leadership skills and culture fit to make an immediate impact. "I'm amazed at the caliber of candidates you were able to surface," the CEO told us. "This is exactly the type of professional we've been looking for to take our business to the next level." At JL Recruitment Group, we have a proven track record of finding elite talent to power our clients' growth. If you're struggling to fill a key role, reach out. We'd be happy to put our network and search expertise to work for you. #recruiting #accounting #finance #hiring

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While salary is important, top Engineering candidates are motivated by factors beyond compensation.   For some, it’s role and culture fit or work-life balance or a sense of impact Never assume your role is perfect for their career or assume their motives or drivers. We worked with a SaaS Education company (EdTech) that was planning a new product launch but also needed to hire a Principal Software Engineer and grow their Engineering team. I found an awesome Software Engineer from a large financial services company but was unsure if he’d be interested in an Education company. He received a message nonetheless. In our initial conversation, one of the things he emphasized was being underutilized. He was looking for impactful work, leadership opportunities, and long-term growth. He wasn’t sure he could do these things at his current company without someone leaving. After understanding his “Why” for wanting to potentially leave, I aligned them with the needs of the Education company. The problem was that he was targeting a salary of $20k+ above what the company could offer. Despite the salary difference, he saw the upside and decided to interview. Blown away by the company's mission, the hiring manager's vision, and the software product, he joined the education company. He got the chance to lead and help build the software engineering team And helped build an application that reached millions of students and educators He felt his skills and experiences were valued And he felt his work was impactful From one candidate to the next, you never know what you might discover!

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"We need to hire faster!" - Every client, ever The data tells a different story. After analyzing 1,000+ placements across Fortune 500 and high-growth startups: • Fastest 25% of hires → 2.1x higher turnover rate within 12 months • Optimal timeline: 3-4 week process from initial engagement to offer • Companies with structured processes hire 2x faster without compromising quality or increasing turnover The key? Accelerate the process, not the decisions: ✓ Streamline administrative workflows ✓ Implement concurrent interviewing panels ✓ Deploy AI-powered automated candidate communication systems ✓ Maintain thorough due diligence on critical decisions while eliminating roadblocks Drawing from our 20+ years of building dedicated recruitment partnerships with leading tech and financial institutions, we've found that winning the talent war isn't just about making faster decisions—it's about eliminating process inefficiencies so you can make "better" decisions, faster. #TalentAcquisition #ExecutiveSearch #TechnologyRecruiting #DataDrivenHiring #RPO #TAConsulting

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Very true. Oftentimes when a startup recruiter hears, “I’m open to anything” it can be a yellow flag because startups will almost always lose out on compensation vs FAANG. Even if the main motivation isn’t $$$ If you’re searching for a startup in your next role, make it clear that you’re looking for the impact of early stage - even if you’re interviewing at larger companies. Create conviction to your recruiter + potential employer. We want to know you’re all in!

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We are hiring at Numeral! And I'm spending a lot of my time recruiting. This is a newer muscle for me, and I've learned a lot over these last few months. 💪 Getting in Reps: Like many things in startup land, you'll get better at it as you go. You learn what questions to ask, how to ask them to generate deeper replies, and well, which questions not to ask. The Process: We don't want to waste our time or theirs. For our first few hires, we really didn't have a hiring process (sorry). But now we've got a repeatable process. This means clearer timelines for candidates, a better experience, and hopefully higher-quality decisions. Comp: Lean on the data. There are a lot of tools out there (e.g., Carta) that can give you insights into equity comp, cash comp, benefits, and more. You don't need to fly blind. Use the comp tools! References: Don't sleep on reference checks. I'd argue that this is one of the highest-leverage activities in the hiring process. You'll thank me later! I’m talking to a candidate a bit later today. What is your favorite interview question to ask?

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Yo Linkedin Fam! So if you know anything about me, you know I'm always in the tech, always testing and demoing new tools, and as always, proudly connecting folks with each other. Whether it’s Employers to Candidates or vice versa, or just out in the community meeting with new Founders/Execs/Investors. I connected with Andrew D'Souza (Ex-Clearco), and demo’d his brand new tool Boardy and by far, this is the SICKEST and SMOOTHEST AI I've interacted with telephonically, like EVER! Most of the tools I’ve interacted with have before telephonically have experienced a lot of lag, and weren’t really ready to go to market in a way where the end user would have a great experience with it. I called Boardy to talk about my business, and the level of detail this AI could generate and discuss with me, blew my f*cking MIND!!!!! 🤯 This tool will make thoughtful intros to a network of Founder, Investors, Creators & Executives! He’s done a FANTASTIC job with Boardy! I’m swooning over this tool, and it even pumped out a stellar report about the interaction between both of us, and I can not wait for more folks to get in front of this thing to experience its capabilities! 🙌 Do NOT WALK - RUN! 🏃‍♀️

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We had our best month ever in May! Maado talent made ~$9500 CAD (7000 USD). Considering our talent made ~$20,000 USD total in 2023, being able to make 1/3 of that amount in 1 month is amazing. I am so excited by the traction we are getting and the opportunities we are creating for good people. We let talent decide the cut they give Maado. For those curious, the average is 15%. This means for us to make Maado work as a business we need to a) get to scale and b) be very lean/use automation. The first has always been my goal when I started Maado and aligned to my vision. I want Maado to provide opportunities for many exceptional people that don't have access to good work at scale. The second means we will need to utilize automation/AI whenever possible to keep running Maado cost effective. It is a necessity of the model we have chosen but I really love our model. I love that we are building a talent company that puts people first. Here are some plans we have: 1) We have 53 vetted tech talent in development, sales, marketing, and product/project management. Our pipeline adds about 2 new vetted talent a week. With our margins scaling by hiring account managers is not feasible. Thus, we are exploring using AI based matching of requirements to the best talent. We currently do this manually. 2) The talent profile creation process will be automated so that as talent fill out the required components the profile gets generated at the same time. We are also doing this manually at the moment. 3) We need to go the direction of being a platform that facilitates the interview, contract negotiations, and payments. Something similar to Upwork or Fiver but with pre-vetted exceptional talent. Our main business is our ability to find really good people. The #1 role of Maado is to ensure our quality is without question. Everything else we do including the three I mentioned above are secondary. Because of this we are able to place multiple people within the same company. Because hiring companies are happy we get repeat business. We also get word of mouth recommendations. These two indicators make me very bullish on the future. Don't let anyone tell you otherwise, building a company is hard work. Emotionally more than anything imo. Fear and stress alongside of joy, excitement, and most of all purpose. I love what I do and I am looking forward to the impact Maado will have in the lives of (hopefully) many!

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Sometimes a quick 20-min chat with me about a Chief of Staff hire leads to founders making BIG shifts: • They suspend their existing CoS search • They put their CoS hiring plan on ice for months to re-evaluate needs • They wait for the next round of financing so they can come up on comp 😅 But it's better to slow down if it means getting it right because this hire is too critical to rush. Through our conversations, founders get clarity on scope, leveling, what makes a great CoS, and their willingness to pay for top talent. And sometimes this clarity reveals that they need to slow down or press pause. This is good for everyone, though, because a lack of clarity or strong conviction on who and what is needed in the role means they'd just be setting up themselves and their future CoS for failure. It might take some time to get there, but getting to a full-body YES on this hire is worth every moment of reflection. #chiefofstaff #recruiting

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How do I hire someone who's seen scale, yet is still scrappy? Aptible posed this question to us and we went to work: It quickly became clear that some of the most talented candidates weren't just working at high growth startups, but within larger companies known for aggressive scale and engineering excellence. But founders are often hesitant to hire someone with lots of big company background. They're fearful there's going to be a DNA or velocity mismatch. That's where it's important to dive deep and peel back the layers of the onioin. Our conversations with Nhien Tran pretty quickly revealed some extremely promising stories. As a critical PM owning the browser side of Datadog's Realtime User Monitoring product, she had learned to work within a smaller team that needed to prove it could punch above its weight to justify more resources. When the need for a React SDK emerged, Nhien led her engineering team to create one quickly, marshaling engineers that had never built one before to treat it like an internal startup. And most critically, she had seen a rapid scaling in her product areas, seeing customers provide real time feedback and enthusiasm about the value that she was delivering. And when you enter a smaller company -- that's often the biggest question founders worry about with a PM. Are they going to build the right things quickly, or are they going to spend lots of time building smart but unneeded things? Nhien answered that question head on at every step of the interview process. Hats off to an incredible partnership with the team at Aptible, including Caroline Lau and Frank Macreery for being great collaborators during this process. And amazing work to our search lead Nikki Bruno for her endless passion in filling this role! Nhien -- we're excited to see what you do!

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What does comedy, jiu jitsu, and recruitment have in common??? Timing ⏲ In all three arts you need perfect timing in order to optimize success. You can have the perfect joke, perfect grappling move, or the greatest role, but if the timing isn't right, none of them will land. So what does this mean? You don't have absolute control of timing, but you can increase the odds in your favor. There is a skill to each of these arts that allows you to "be there when the time is right." With this said, you also need to be there when the time is right. As they say, you miss 100% of the shots you don't take. #comedy #jiujistu #recruitment Hawkeye Search Group

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Shoutout to Shannon Anderson and our friends at Madrona who take having a great hiring process as seriously as we do! You wouldn't build a product without a solid spec as a founder. So why cut corners when building your team? Thoughtful role specs are essential for aligning your hiring process and ensuring success. You want to craft a roadmap for success — not just for your products, but roadmaps for hiring the right people! My takeaways from Madrona's hiring plan… - Define the problem the new hire will solve - Set measurable SMART goals & outcomes for their first year - Identify the risks of not hiring this person - Understand the consequences of a bad hire - Pinpoint necessary skills and behavioral traits - what's absolutely necessary vs what can be learned or fulfilled by others? - Evaluate historic achievements and motivations - how do they align with your current needs and where your company is heading? What are we missing here that's critical to kicking off a successful search? Alicia Scully #HRInsights #Jobseeker #Interviewing #Candidates #Hiring #Recruitment #talentAquisition #executivesearch https://lnkd.in/ee93GtPn

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With Grit: Our Merch Is Here We’re rolling up our sleeves (literally) and stepping into the swag game. Introducing the Scalrr Shop, where industrial grit meets startup hustle. This isn’t your typical logo-on-a-tee collection; it’s gear designed for the bold and industrious. Think machinist caps, workman shirts, and hoodies that say, "I build the future and know how to fix an electromechanical system." Here’s the deal: we didn’t create this shop because we expect to sell a ton of gear (spoiler alert: we don’t). This started as merch for our team, but we loved it so much, we decided to share it with the world. Plus, all profits are going to support youth STEM programs—because the next generation of inventors deserve a shot to build what’s next. ⚙️ Orders will take 2-3 weeks (plus shipping) because good things take time. This is a labor of love, not mass production. 👷‍♀️👷‍♂️ Gear up, and let’s make the future happen together. Check it out: https://lnkd.in/gnvFNdyA #ScalrrShop #BuildTheFuture #IndustrialStyle #STEM

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The Stark Reality of Startup Recruiting: Why Experience Matters I've been in technical recruiting for over a decade. Recruiting for startups and early-stage companies is a whole different ballgame compared to big tech and Fortune 500. Yet time and again, I see people trying to make a quick transition from one to the other. Spoiler alert: it rarely works out. Why? Because time in the arena matters. A lot. Picture this: You're a founder of a promising startup. You need "cracked" engineers, and you need them yesterday. You hire a recruiting firm that's great at placing senior devs at Big Tech. Sounds good, right? Wrong. That firm might know the big tech landscape like the back of their hand, but the early-stage engineering world? It's a different beast entirely. The skills, the mindset, the culture fit - it's all unique to the startup ecosystem. I remember working with a startup founder who initially went with a big-name recruiting firm. Three months and zero successful placements later, they came to us frustrated and behind schedule. Within a week, we had multiple ideal candidates lined up. The difference? We knew the startup scene inside out. So, founders, here's my advice: when you're looking for a recruiting partner, don't just go for the big names. Look for a firm with a strong foothold in the early engineering landscape. One that understands the unique challenges and opportunities of startup life. Because let's face it - in the fast-paced world of startups, you can't afford to waste time with a recruiting strategy that doesn't work. You need a partner who speaks your language, understands your needs, and can hit the ground running. Remember, in startup recruiting, experience isn't just nice to have - it's essential. Choose wisely, and watch your dream team come together. What are your thoughts? Have you experienced the difference between big tech and startup recruiting?

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In the industry of agency #recruitment, the FTC banning noncompetes in April 2024, has a decent but not earth shattering impact. Here's why I say that. In #recruiting businesses, the customary noncompete is 12 months long. For this reason, many people setting up recruitment firms have to leave their old market otherwise face the scary threat of litigation. This threat of litigation, for a new business owner especially, is terrifying. Beyond getting lawyers involved and their limitless bills, the bigger issue is the emotional toll new agency owners go through when leaving their old agency. I'd argue, the emotional toll of being labeled a thief of IP (intellectual property) is a bigger deal. For many people with self dignity and pride, being dragged through the mud is something they'd avoid even if it means financial loss. This is why many top billers have taken a whole gap year before setting up their recruiting business. Other top billers operate outside of their noncompete limits (i.e. going after new clients) then snatch up their old relationships naturally as the heat is off their back with every month passing. For me, certainly in 2016 Jan when I quit my old agency, I wouldn't DARE set up a recruitment firm in the market that I painstakingly built. If you dare to call your old clients or EVEN IF they approached you, you could be sued by these huge recruitment agencies worth hundreds of millions. They'd take you out before you even launch! Additionally, some recruiting owners/leaders are quite vindictive and will make an example of you to scare the rest of their remaining staff. It's quite possibly the nastiest element of running a recruitment biz. Now, with noncompetes banned, firms no longer can claim ownership of clients. If the client really enjoys working with the firm itself, the client wouldn't leave the firm. Firms wouldn't be so scared of noncompetes being banned if they truly were an amazing FIRM for clients to turn to. But often, that isn't the case. This is why the banning of noncompetes is finally fair. All this being said, why aren't all recruiters going to just rush out and set up their own LLCs right now? Because running your own business is STILL a crap ton of work. Most people are still better off being a highly paid w2. The marginal financial gain while not insignificant isn't worth the exponential pain of running a business to many people. And I also completely get that. So that is why I say, the banning of noncompetes moves the needle, but only a tiny bit. Just look at California with noncompetes banned for the longest time. Most agency recruiters there don't set up recruiting businesses either. Many stay an employee. That aside, another positive outcome of the ban is this: Firms will have to behave. If they treat their staff too badly or pay too low, they face the very real threat of losing their staff. What do you think? #r2r #rec2rec #sales #recruiters #headhunter #headhunters #recruiter

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Tired of watching others build successful recruiting agencies while you're stuck on the sidelines? Ready to take control of your future and create something extraordinary with uncapped earning potential? This is your moment! Join me for a transformative 3-day workshop: "How to Build a Recruiting Agency in 2024." For just $37. Think about it - for less than the cost of a nice dinner, you're getting access to 16 years of industry experience, insider secrets, and actionable strategies that can transform your business. This is a small investment with a potentially huge return, making it an absolute no-brainer! What You'll Learn: 🔹 Day 1: Find Your Niche/Build Clout Turn confusion into clarity. Nail your niche and identify 1-3 niches you'll absolutely crush. Make your brand shine as bright as your ambition. 🔹 Day 2: Build the Mindset of an Entrepreneur Get real insights into the highs and lows of entrepreneurship with no sugar-coating. Boost your confidence with tips and tricks to keep your entrepreneurial mojo high. Start building the mindset and confidence of a true CEO. 🔹 Day 3: Find Clients & Build Out Messages Using ChatGPT Learn how to generate hundreds of business leads quickly. Discover clients in places no one else is looking. Craft creative, compelling messages in a snap with ChatGPT. Sound familiar? Struggling to find clients in your niche? Feeling stuck and unsure how to start or scale your agency? Overwhelmed by the steps needed to grow your business? Lacking motivation or dealing with fear of failure? Seeking effective sales and marketing strategies to help you standout? This workshop is designed to address all these challenges and more. You'll walk away with the confidence, skills, and practical tools needed to dominate the recruiting market and turn your agency dreams into reality. Spaces are limited, so don't miss out! Secure your spot today and take the first step towards a successful 2024. Sign Up Now! https://bit.ly/3Lp746D #RecruitingAgency #Entrepreneurship #BusinessGrowth #Workshop #CareerSuccess

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Tired of watching others build successful recruiting agencies while you're stuck on the sidelines? Ready to take control of your future and create something extraordinary with uncapped earning potential? This is your moment! Join me for a transformative 3-day workshop: "How to Build a Recruiting Agency in 2024." For just $37. Think about it - for less than the cost of a nice dinner, you're getting access to 16 years of industry experience, insider secrets, and actionable strategies that can transform your business. This is a small investment with a potentially huge return, making it an absolute no-brainer! What You'll Learn: 🔹 Day 1: Find Your Niche/Build Clout Turn confusion into clarity. Nail your niche and identify 1-3 niches you'll absolutely crush. Make your brand shine as bright as your ambition. 🔹 Day 2: Build the Mindset of an Entrepreneur Get real insights into the highs and lows of entrepreneurship with no sugar-coating. Boost your confidence with tips and tricks to keep your entrepreneurial mojo high. Start building the mindset and confidence of a true CEO. 🔹 Day 3: Find Clients & Build Out Messages Using ChatGPT Learn how to generate hundreds of business leads quickly. Discover clients in places no one else is looking. Craft creative, compelling messages in a snap with ChatGPT. Sound familiar? Struggling to find clients in your niche? Feeling stuck and unsure how to start or scale your agency? Overwhelmed by the steps needed to grow your business? Lacking motivation or dealing with fear of failure? Seeking effective sales and marketing strategies to help you standout? This workshop is designed to address all these challenges and more. You'll walk away with the confidence, skills, and practical tools needed to dominate the recruiting market and turn your agency dreams into reality. Spaces are limited, so don't miss out! Secure your spot today and take the first step towards a successful 2024. Sign Up Now! https://bit.ly/3Lp746D Got questions? I'm here to help! Contact me at [email protected]. #RecruitingAgency #Entrepreneurship #BusinessGrowth #Workshop #CareerSuccess

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