Nikki Bruno

Syelo invests exclusively in early stage companies building recruiting software (not to be confused for HR tooling). Every company we have reviewed is building for internal recruiting teams never external. Why? With respect, the complexities, nuances, strategy, and day-to-day tasks are entirely different from one another. An internal teams core value is to systematize and uphold processes that scale. An external team is focused on filling head count. Recruiting Agencies have a TAM of $47b. Recruiting Software has a TAM of $300m. So why are so many founders hyper fixated on building software for companies? Pain. It is a lot harder to sell to agencies. A recruiting agency needs very little software/tooling to be effective and what currently exists works. They also have really tough margins (at scale) so convincing them that a product will 10x their output needs to be clear and effective. Businesses building recruiting departments have a variety of needs and nuances that complicates standardized processes so niche products/solutions find a fit in an already saturated market. In our humble opinion if you are looking to build a next generation company in the TA space you should be building for external recruiters first and foremost.

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I often find it challenging to explain the transformative power of Downshift’s decelerator program because each participant's journey is unique and unpredictable. While everyone starts with specific expectations, the outcomes often surpass these initial goals in unexpected ways. A key lesson we teach: embracing the unfolding process can be more rewarding than following rigid plans and achieving predetermined objectives. Instead of promising fixed outcomes, take a look at the real impact from our Spring '24 Downshifters': “The first breakthrough was at the retreat during the [redacted] exercise. I can't tell you how many people I've mentioned that exercise to.” “What I found most valuable and impactful was the other people. There were immense benefits in witnessing other people's journeys, and ultimately becoming apart of each others.” “I’ve become a lot more grounded, calm, aware of myself. I am proudly telling people I’m on a break, taking a pause, Downshifting. My fear of transitions transformed into a beautiful, joyful experience. During the in-person retreat, many breakthroughs emerged. My perspective of life/work shifted from destructive productivity to calm grounded creativity.” ”A huge takeaway for me was learning how much can be learned about myself through community with others (rather than just lone-wolfing self reflection efforts).” This just the tip of the iceberg. Want to hear more? Join our Alumni Panel this Friday at 12pm ET. You'll meet former high-performers, including a VC, a TechStars Director, and Stripe's first employee, who've redefined themselves beyond their past roles. Learn about each Downshifter’s transition journey, experience during their decelerator program, and how they’re doing now. Sign up here: https://lu.ma/vmyv8kdm #transition #downshift #executivecoaching #careertransition #consciousleadership #burnoutrecovery #personalgrowth

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I’ve spent more than a decade entrenched in the dynamic world of tech startups, navigating the exhilarating highs and inevitable challenges of executive leadership. Anyone, who’s ever been in the trenches of tech startups and scale-ups, understands the immense pressure on executives to effectively manage the complexities of scaling operations, culture, and teams, often with limited resources and support. The pursuit of productivity often comes at a cost - burnout, stress, and diminished wellbeing. In the words of one of my clients: “When I need to lead the team through difficult times, the first things that fall off the table are my healthy eating and exercising. Then my sleep gets affected too. I get more anxious. It all impacts my decision-making. And I start making mistakes.” Sound familiar? I definitely experienced all of that firsthand. And it wasn’t until I directed my energy into the study of neuroscience that I began to see profound transformation in both my personal & professional life as well as the performance of my teams. Today, as a certified flow and peak performance coach & trainer, I’m on a mission to decode the science behind ultimate human performance and help leaders unlock peak performance and wellbeing. If you're someone striving to achieve peak performance without succumbing to burnout, let's connect. I offer a wealth of neuroscience-backed tools and frameworks to support leaders and teams in sustaining top-level productivity without sacrificing their health and wellbeing. https://lnkd.in/dyFVPXjj #coaching #executivecoaching #leadershipdevelopment

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𝐓𝐋;𝐃𝐑: My Executive Coaching business Katya Constant Coaching is now live! I serve founders and operators of mission-driven businesses to help them become the most authentic, and therefore best, version of themselves. My approach blends yang and yin: I am very rational and structured (as you would expect from an ex-CFO), but also compassionate and intuitive. The best way to learn about my work is to experience it - you can book a Discovery Session here: https://lnkd.in/eQaspdZH If you’re interested in the why and how, please read on… 𝐖𝐡𝐲: Ever since I can remember, I wanted to make the world a better place. I got a bit side-tracked when I went into investment banking at the start of my career, and have been slowly finding my way back to myself ever since. I’ve spent the last 10 years working on climate change, applying my finance skills to fix broken economic systems. I believe that the main reason we are not doing more, faster as a society is not that we don’t have good enough technologies or enough capital, but that our internal systems are broken too. So many of us are still operating from deep-seated beliefs that there isn’t enough time/money/love/resources for all of us and that our worth is defined by our achievements and possessions, which leads us to make decisions from fear and anxiety rather than love and compassion. This fundamentally limits the potential for creativity, collaboration and human connection, and leads to a lonely, miserable existence. I had a lot of work to do on this myself - over the last 10 years I’ve been on a deep inner journey aided by meditation, yoga, psychotherapy, coaching and psychedelics. I came to realise that the way I want to contribute to the world is to dedicate the next phase of my career to helping people become the leaders that we badly need. 𝐇𝐨𝐰: I work primarily with founders and executives of venture-backed mission-oriented businesses. While the professional domain is the primary focus, I work with the whole self, examining how you relate to yourself and the world around you, your key personal relationships, and your lifestyle to help you get to know yourself, shift unhelpful patterns and beliefs, uncover what you really want and unlock your full potential. I draw on many methods and approaches, including Humanism, Existentialism, Buddhism, Conscious Leadership, Internal Family Systems, and Co-active coaching, to develop a unique method for each client. ​​My work creates discomfort in service of the transformation you seek.

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It's 1 AM, you're elbow-deep in code (or spreadsheets, or pitch decks), and you're wondering, "Am I forgetting something?" Spoiler alert: You might be 😵 You live and breathe bringing your company to the next level. You realize you walk on a thin path between giving it all you got and risking your mental and physical health. Regularly you answer e-mails at night, sacrificing sleep for business activity. It might feel like you have everything under control. But deep down you have a lingering fear. "Am I able to keep this pace?!" So the fear keeps on driving you. But here's the thing - your company needs a healthy and balanced YOU to fully thrive. Setting healthy boundaries isn't just self-care, it's smart business. It keeps you sharp, creative, and ready to tackle challenges. So the next time you sit over an issue you feel you can’t crack - take a step back. Get some time in nature, get some good quality sleep, and treat yourself to something fun 🕺🏻 #SustainableGrowth #Boundaries #Mindset

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Open Org are looking for 500 of the worlds most progressive, passionate, pioneering people + culture builders as we continue to expand our intentionally capped community! Who should be in here? 👀 ✔ It's for you if... 👉 You're in a People & Culture role in-house 👉 Startup/scale up, roughly 20-1000 employees (not a deal breaker!) 👉 You want unreal levels of support, advice, guidance, on how to design, build, embed progressive ways of work 👉 You have a 'give back generously' mindset. You want to learn but you also want to contribute 👉 You're fed up with culture being de-prioritised by the business 👉 You believe transparency is the #1 level to pull to build org health ❌ A few reasons you might not like it here... 👉 You dont love engaging on Slack (We also use Notion, Gitbook, Luma, Zoom) 👉 You're take, take, take. We need folks who are prepared to give back generously and help others + we do a bit of co-creation from time to time! 👉 You're looking for traditional HR / People advice, or purely ER/Legal support We have 3 core community values here: 🖤 Give Back Generously 🖤 Be Excellent To One Another 🖤 Learn In Public These are about giving your time to others that lack time, resources & support, lifting others up, building confidence and giving reassurance & validation; something that most solo people leaders don't get, and also being brave enough to ask for help, learn out loud and lean on others. 🎁 Some of the things you'll get out of this... 👉 240 (& counting) of some of the best humans in People & Culture, in your corner, ready to help at a moments notice. 👉 Me & John, always online (Always!) to help, soundboard, advise over slack or coffee ☕ We are at your service. 👉 An incredible knowledge base across Notion & Gitbook which just keeps getting better and better 👉 Genuine connections with people you start to get to know properly because we're so small 👉 Monthly roundtables; recorded & shared too 👉 Monthly guest speakers. People Leaders, not thought leaders or pitchy platforms. I'm talking folks like Jessica Z., JooBee Yeow, PhD, Thomas Forstner, Jenn Bouyoukos, Luke O'Mahoney and some others planned! Ok, so this isn't a job ad, but I try to think a little like that when looking for people to join this community. We're being selective, targeted, and want to attract & repel the right people here. If the above gets you nodding, you should apply: www.openorg.fyi/community We'll be waiting in our little corner of the internet 🙂

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As a startup CEO, founder, or hiring manager - when do you ask a candidate about their compensation requirements? Surprising to me how many times the compensation discussion does not happen until the offer stage. Ask in the first interview whether it is an initial call or video or in person. It's on everyone's mind so get it out there early and work with it and on it or cut bait early. Check out my weekly email newsletter "Startup Hiring Success" for much more. Sign up today and receive my ebook "Hiring Success for Early-Stage Startups". https://lnkd.in/gFrthpii Startup Hiring Success

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As a startup CEO, founder, or hiring manager - when do you ask a candidate about their compensation requirements? Surprising to me how many times the compensation discussion does not happen until the offer stage. Ask in the first interview whether it is an initial call or video or in person. It's on everyone's mind so get it out there early and work with it and on it or cut bait early. Check out my weekly email newsletter "Startup Hiring Success" for much more. Sign up today and receive my ebook "Hiring Success for Early-Stage Startups". https://lnkd.in/gFrthpii #Startup Hiring Success #startupceo

Tomorrow at 12 PM Eastern I'm talking hiring with my friend Moshe Rosenblum-Amsel, and I'm going to reveal key information, including: 👉 my 3x3 hiring plan that gets you more high-quality candidates faster 👉 pay structures that get attention from the right fits for your firm 👉 how to write a high-converting job ad 👉 the top turn-offs driving away your best candidates (this happens without most firm owners even realizing it!) 👉 where to post your job ads 👉 hiring myths that are treated like dogma but only hold you back And a whole lot more... So let's talk hiring tomorrow at noon Eastern! Link is in the comments...

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If you're great at a lot of things, you might be unsure about what your unique value proposition is. But you have a unique opportunity — to build a portfolio style career. In my workshop, "How do you package your unique expertise into a portfolio style career?", I teach audiences concrete strategies to help you articulate what you know into a unique selling proposition that will motivate your customer to take action. Learn about this keynote — and my others — at https://lnkd.in/e69EH-Bm #leadership #keynotespeaking #portfoliocareer #entrepreneurship 

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This NYT article sheds some light on a new trend in the Silicon Valley and the Bay Area. About 10% of my clients also want to become a career/executive coach after a few sessions with me. I welcome that. https://lnkd.in/g27_9NzE

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Dear LinkedIn Friends As the founder of Snapplicant I want to share our heartfelt mission and why we're passionate about transforming the recruitment landscape. The job market is dynamic, challenging, and often overwhelming. Recent data from the Bureau of Labor Statistics reveals that total employment rose by 175,000 in April, but the unemployment rate also edged up slightly to 3.9%. These numbers represent real people—individuals with dreams, aspirations, and families to support. At Snapplicant we believe that every job seeker deserves a fair shot, regardless of their background, ethnicity, or education. Our core values inclusivity, innovation and empathy, drive us forward. How Snapplicant makes a difference: 1. Video Resumes: We empower job seekers to go beyond paper resumes. With personalized video profiles, they can showcase their skills, passion, and personality. 2. Reducing Bias: Our platform levels the playing field. No more hidden biases—just raw talent. 3. Engaging Recruiters: Recruiters gain access to an interactive talent pool. They see candidates beyond keywords and qualifications. 🎁 Rewards for Upskilling and Task Completion: Snapplicant plans to reward job seekers who upskill and complete tasks. Whether it's mastering a new skill, attending a workshop, or acing an interview, we celebrate your growth 🚀 Whether you're a job seeker, recruiter, or simply someone who believes in fairness, join us. Help Snapplicant turn job searching to job offers! 🔗 Learn More bit.ly/Snapplicant #job #jobs #jobsearch #jobseeker #opentowork #hiring #hiringnow #recruiter #employment #corporate *P.S. If you're reading this, you're part of our journey. Thank you!* 🙏

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I've spent 15 years recruiting top talent for early and late-stage startups across the US. I've learned a thing or two in that time. 1. Define what "great talent" looks like to you 🖊 Start with the DNA of what you're looking for (values and soft skills) then begin to add on the hard skills for the role 2. Set your expectations upfront 🗣 People appreciate transparency. Communicate often even if you don't have 'feedback'. This goes for communication between the hiring manager and the interviewing team as well. 3. You can't *just* use LinkedIn 📣 Cultivating interest from your network and beyond takes time and reach. Especially the 'beyond' piece (which you should be doing). Your LinkedIn is just the tip of the iceberg. 4. The best recruiters advocate for the company AND the candidate 📖 The best recruiters tell your story......all the way to the end. Once a client interviews the perfect candidate or a candidate is in late stages of interviewing for their 'ultimate' position, many become slow to respond to their Recruiter - in-house and agency alike. Recruiters are your biggest and strongest negotiating tactic. We are your wealth of knowledge. When you take the narrator out of the story it falls flat quick. I can't tell you how many almost offers/offers I've seen fall through because the communication link (the recruiter) broke down. 5. You need to research your target audience 🎯 As a business you are not just talking to your customers. You are talking to your future candidates. Employer brand is a thing, a very important thing. Invest early. Recruiting is a formula. It's not one thing, it is many things and it often cannot be done alone. _______________________________________________________________ Her Scout is a search firm and a passion project. We support female leaders at early and growth-stage companies by providing great talent. #recruiting #startuprecruiting #hiring #hiringstrategy #femalefounders #femaleleaders

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Join Noa Ries and me in a compelling conversation with Victor Cho as we discuss Strategic Self-Advocacy. In this episode, we discuss how effectively advocating for yourself can pave the way for significant career advancements, enhance job satisfaction, and increase professional visibility. Learn about the importance of recognizing and articulating your achievements, seeking growth opportunities, and building a supportive network. Victor shares his expert insights and practical tips on confidently communicating your value, negotiating for what you deserve, and strategically positioning yourself for long-term success in any work environment. Don't miss this essential guide to mastering the art of self-advocacy and taking charge of your professional journey. #StrategicAdvocacy #Podcast #Growth #Leadership #Kahilla

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Hebba Youssef’s big question for all Chief People Officers: "Has our job gotten too big?" There are massive and varied responsibilities that come with the role. "I have to do so much. And that's not just at an early-stage startup. If you think of your average CPO at a global company, we touch so much, and it's one of the most interdisciplinary fields," she said. She broke down the wide-ranging skills required: * Understand the finances of the business * Know what motivates and develops people * Have critical conversations and navigate tough situations * Plan for layoffs and communicate about them effectively * Be an expert in hiring and understanding different profiles * Manage the expectations of a constantly changing community * Constantly think about the tech stack to push the team forward "It's a skill set that’s so wide that a lot of CPOs are stretched too thin. And I just want to be honest, we're not all good at everything. It's impossible. I can't be good at everything. I'm not. There are my weaknesses," she admitted. Link to the full episode in the comments. #HR #CHRO #Peopleleader #chiefpeopleofficer #podcast #hrpodcast

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Even if all of the people Intuit laid off were awful at their jobs, Intuit is doing no one any favors by labeling them all underperformers. Listen—I've been a manager. I've given performance conversations and had my own, and the customary thing to do is keep those things private. EVEN IF people can read between the lines, no good leader sends out a team email saying, "hey, we fired Joe because he sucked at his job." It's kept vague or made to imply Joe left on his own. If Intuit thinks this is better for the morale of the remaining employees, I'd hazard a guess it is not. Now they're going to worry about their own performance and why people they thought did well were actually let go. If the intention was to show that the company isn't in dire financial straits—which seems like the likely reason—it instead just makes them look like poor leaders overall. THOUSANDS of poor performers that flew under the radar until now? Concerning. 🤔 We all get it: layoffs happen. Sure, maybe the absolute best performers aren't typically first on the chopping block. But to make it out as if the vast majority of those laid off were poor performers puts them at risk of struggling to find work. It gives the retained employees something else to worry about in addition to general layoffs. And it doesn't even make the company look better!

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Are you pushing hard enough on your Principals and VPs? Are you giving them enough to do? The paradox: i) ask them to write an IC memo: they often miss the mark and frustrate you. ii) Draft out the IC memo yourself: they never learn to frame if for themselves. Path ii is expedient in the wake of disappointment from path i. Path 3 looks like coaching them when they fall short: Controlling your disappointment and critical response. Slowing down to help them see the gap between where they are and where you'd like them to be. You might not have time for any of this right in the moment. But long-term you'll end up with senior managing associates who you have to rotate out of the firm; this reflects poorly on you as a leader and limits your upward promotion. How are you choosing to spend your time: disappointed and annoyed OR grounded in reality of the need to slow down and develop your people? #privateequity #leadership #priorities

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Internal Mobility is much more than Career Ladders and Promotions. - It's mentorship programs and cross-functional project work - It's supporting team member growth while aligning to organizational goals - It's filling open positions vs layoffs while still hiring - It'll improve employee engagement and retention - It'll organically foster innovation and collaboration - It'll result in a diverse and inclusive environment

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