Matt Hoffman

Tired of working with traditional recruiting agencies that just don’t get tech? 😤 At Build Momentum, we’ve built a community-driven model led by technical founders who know how to find and evaluate top talent. Here’s the difference: 💼 Traditional Agencies: Generic lists, lack of tech expertise, unqualified résumés ⚡️ Build Momentum: Elite community sourcing, deep evaluations, quality over quantity Curious how we stack up against the old model? 🚀 👉 See the full comparison: https://lnkd.in/ek763XF6

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🤔 As a TA leader, how are you optimizing your support from VC Talent Teams?Dive into our "VC Talent Teams" episode, where we explore the dynamic strategies VC Talent Teams use to support startups in their recruiting efforts. 🌐 👉 Listen now on: Spotify 💚 https://lnkd.in/g8Va3NZZ Apple Podcasts 🍎 https://lnkd.in/gmj8_Krx Don’t miss out—tune in to “Recruiting Roundtable” for insightful conversations every week! 🎧 #RecruitingRoundtable #VCTalentTeams #StartupRecruiting #Podcast #Spotify #ApplePodcasts

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Great podcast with beth sheffner scheer, Erica Waichman & Jennifer Kodner on how VC talent partners influence founders, hiring managers, and most of all help their portCo’s succeed!

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Finding Adaptable Talent for VC Over a 20-plus-year search career, Ben Dewar has led hundreds of recruiting engagements across every corporate function imaginable. Ben recently sat down with Hunt Scanlon Ventures managing director, Drew Seaman, to discuss the trends he’s been observing in recent work for #VC firms and their portfolio companies. “We look for candidates who can steer a rocket through stages beyond the hyper-growth of its launch,” Ben noted. “No matter how huge a company’s potential, it needs leadership to execute against opportunities.” Venture-backed businesses, he said, must invest not only in great ideas, but also in great management teams. Last year, he said the most robust changes he observed occurred within the CEO, CRO, and CFO functions. Read more >> https://lnkd.in/eqsibC4j

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🎉 Exciting News! 🎉 I'm thrilled to announce that I'll be speaking at Shine, an exclusive summit for 75+ innovative TA leaders hosted by BrightHire in NYC on September 18th! If you're passionate about TA, interested in exploring the key trends that will shape it, and want to connect with incredible peers, check out this event: ⭐ Incredible Speakers ⭐ I'll be sharing the stage with leading CPOs, TA leaders, labor economists, AI builders and investors, and key figures shaping the future of work. ⭐ Actionable Insights ⭐ It will be a day-long discussion about the future of TA, packed with insights about the key themes that will shape it: AI, labor market trends, labor laws, workplace shifts, and more. ⭐ Valuable Networking ⭐ Connect with peers from top companies like Zillow, PayPal, Flexport, Ramp, Lattice, Greenhouse, Anthropic, Zapier, Rippling, Klaviyo, Shopify, Databricks, and more. 🚨 If you're in TA leadership, it’s worth checking out. There are limited spots remaining, so * submit the form below * https://lnkd.in/eAFqrYCi BrightHire will let you know by Sept 6th if you're on the list!

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Here's what an average day looks like as a Recruiting Agency co-owner at Ziff Recruiting: 1-explore a new coworking space in Venice Beach 2-make introductions for a few chief of staff candidates and C-Suite candidates for nothing in return 3-Introduce 1 startup to a few venture funds 4-Interview candidates for a few of my startup clients 5-Reach out to potential clients via email and linkedin I love helping startups find that needle in a haystack candidate. What's your favorite part about being a recruiter? Marci Ziff #startup #recruiting #hiring

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Friend and founder, Christina Richardson, is on a big mission to achieve the largest stock take of founder resilience yet and she needs your help. We all know how critical founder resilience is to life as a founder and startup leader, so how do we build it? Have your say (and check in with yourself) with this 11 minute anonymous survey, and contribute to the biggest ever stocktake of founder resilience. This research, led by Imperial College London and weare3Sixty, will be used to influence policy and build the first ever playbook for founder resilience across the startup lifecycle from day 1 to exit. Your contribution will have a big impact. Have your say now. The survey: https://lnkd.in/e562RP3R #FounderFuel #FounderResilience #startup #scaleup

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🔊Great snippet here from our latest Tech Talk with Norman Noble 🚀 as he covers the significance of customer-centricity within your product engineering teams. 🙏🏼Please check out the link below for more insight and updates on the full conversation to be released 🎙️👇

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Have you ever joined a new company and felt like it wasn't the same company you heard about during the interview process? Or, have you ever been a leader wondering just how much you can (should) share when delivering tough news? Well, if you can relate, this new episode is for you! Link to listen in the post below 👇

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This is the week! Join me on Thursday, June 6th as I chat with Dave Carhart, Strategist at Lattice, and Theodore Chestnut, Co-founder of BrightHire, for a conversation on the topic of Talent Density. I was honored to be asked to join this conversation to explore what we actually mean by talent density, and how we can concretely take steps to increase it on our teams. At a time when companies are more resource-constrained, every single hire needs to significantly contribute to your company's mission and goals, so how can you leverage every part of the employee journey (from hiring to onboarding to performance management) to increase the output of your talented team? Zapier's had a laser focus on talent density, and I'll attempt representing some of our learnings - and places where we're still learning, too! Together, we'll cover: - What does talent density mean, and why is it so important now? - How to get started with measuring talent density - Zapier’s experience putting talent density at the center of our talent strategy - An inside look at strategies leading TA teams are implementing today - Actionable tips that you can implement across the talent journey 🗓️ Thursday, June 6 at 10 am PT/1 pm ET 👉 Register via the 🔗 in the comments We look forward to seeing you there!

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I was fortunate enough to attend a great Talentful and HIGHER Community event on the state of TA in New York, a few takeaway 👇 - Still some uncertainty, many teams aren't planning HC very far out - Knowing talent inside org is just as key for hiring plan and staffing, but truly getting a handle on this is still a hard nut to crack for many large orgs - There's a growing conversation about tapping into fractional talent, at least amongst growth-stage companies, one panelist noted how Hollywood movies are an interesting source of inspo on assembling great talent for a project - Talent density & QoH is a big focus, but 53% of co's don’t have a way to measure them — those that do most commonly rely on periodic reviews - Jessica Z. mentioned a really interesting take on the above, a Q posed to hiring managers: “If you could go back in time would you pay 100% of the persons salary to keep them, 50%, or cut ties altogether” - Although 87% of orgs think TA is at or under capacity, 75% of orgs aren’t planning to hire recruiters, big discussion is AI and how it impacts staffing   - Overall panel felt like AI was a copilot that’ll change roles, but people will re-skill and find new areas of focus in their roles   - DEI fallen off since 2023 (aligns to BrightHire data) but it’s still up dramatically from pre-pandemic levels, but there was a big discussion about how DEI leaders won't have impact w/out the power to make real biz change Thanks so much Talentful HIGHER Community Chris Abbass Jessica Z. for the lively discussion!

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What 3 books/resources does every hyper-scale CEO need? I'll go first 👇 🔹 Andy Grove's "High Output Management" for running 1-1's and team meetings 🔹 Emilie Choi's video on RAPIDs for team decision-making 🔹 Ben Horowitz and Ali Ghodsi's podcast on Executive Hiring and Firing I am compiling the best books and resources that offer frameworks and in-depth tactics on org design, meeting structure, and leading at scale. I am thinking about it through the lens of hyper-scale CEOs going through growing pains. Let me know what I need to put on the list.

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🤔 An interesting article on TechCrunch sparked my thoughts: Is DEI Bad for Business? The Silicon Valley Meritocracy Myth Silicon Valley's latest buzzword: MEI (Merit, Excellence, Intelligence). Alexandr Wang of Scale AI champions this as an alternative to DEI. But is this just repackaged "meritocracy" pushing back against diversity efforts? Let's challenge the MEI vs DEI narrative: Mutale Nkonde, MA: Data proves diverse teams are more effective Emily Witko 🤗: Beware of dangerous oversimplifications Natalie Sue Johnson: Focusing on "meritocracy" can paradoxically increase bias The numbers speak volumes: 🚺 New female hires in data roles plummeted from 36% to 12% in one year Harnham 🚺 73% of women in AI considered leaving tech due to unequal pay and inability to advance in their careers Deloitte True meritocracy requires DEI. We need to widen the pipeline, not narrow it. How has DEI improved innovation and performance in your workplace? What are your thoughts on MEI vs DEI debate? #DEI #Tech #WomeninTech #TechDiversity https://lnkd.in/e_TwFNyv

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I have done a lot of advising and really enjoyed each of the founders I've worked with in past advisor roles. So the following has never happened in those past relationships but.... 👇 I think it's shady for any arrangement to be pitched where it's like: "come be an advisor for my company and in return I'll give you stock in my company BUT your company has to purchase our product / service as part of that." If your company already is a client? Fine. If the client relationship happens later and no pressure / explicit requirement (eg. someone else is making those decisions i.e. no conflict of interest)? Also fine. It could also be shady in the reverse i.e. someone pitches a founder to be an advisor but pressures them to give the product / service to their company for free. IMO, the advising relationship should remove as much potential conflict as possible for it to be mutually valuable 👀

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Annual Planning Sucks as Jiaona Zhang (JZ) and squad of CXOs captured in the article from First Round Capital. That's why CandorIQ to help make it suck less: 🙏 Drive collab between #CHRO #COO #CFOs 🔠 Bake in your company strategy & pay philosophies 📊 See operational, financial & people metrics in one place

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Justin Hirsch wise words resonate deeply: "Dig your well, before you're thirsty." It's time to heed this advice and proactively start succession planning. Currently, there is a significant pent-up demand from talented individuals seeking advancement to executive and leadership positions. Embracing succession planning now can ensure a smooth transition and sustained organizational success. Read more about the importance of succession planning here: https://lnkd.in/gyZ_UxNK

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If you want to elicit honesty in interviews, try leading with vulnerability. By modeling openness, candidates are more likely to reciprocate and open up to you. As Kelly Culler shared on Talent All-Stars, this approach yields results every time. Check out the latest episode for more insights! (Link to episode in comment below)

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