Artemis’ Post

If I were to start as a Head of Talent Acquisition in a startup tomorrow, this would be my cheat sheet for the first 90 days. ↳ Start auditing your systems and refining your EVP. ↳ Automate workflows and simplify your hiring funnel to eliminate bottlenecks. ↳ Prepare to scale recruitment efforts and build a talent pipeline that supports sustainable long-term growth. Whether you're hiring your 5th or 50th employee, this will help you stay focused, fast, and future-ready. 💬 What would you add? #hiringtips #startupgrowth #foundertips #hiringmanagers

Early hiring mistakes? Your network isn't enough. 85% of startup founders try managing recruitment alone. A fractional talent brings vital experience to build your team right. Watch my video for insights on smart hiring strategy. #Recruitment #StartupHiring #TalentAcquisition

Top 5 Questions to Shape Your Startup's Hiring Plan: 1. What are our key goals for the next 6 months, and what talent do we need to meet them? 2. Where are our current capability gaps? 3. Which must-have roles will drive our strategy, and have we outlined them clearly? 4. How can these roles improve operations and boost efficiency? 5. When should we hire in-house despite the cost savings of external partners?

"Prioritize for fit over talent for early hires" - I came across this statement in a great article in First Round review with ten great tips for first-time founders (link in the comment). Hiring early is hard and while you try to get the best people onboard this idea makes a lot of sense. Great team fit means higher trust, and with that comes the ability to make decisions quickly. Being aligned on the values is also super critical for laying a good foundation for your startup's culture early on. I would also add that often a candidate who is a better fit might be lacking experience but have higher growth potential than someone more skilled. And while you often can't afford to hire a complete junior, probing for growth potential and values are as important in the interview process as checking for skills. #startuphiring

Scaling up hiring can feel daunting, but I recently navigated this challenge at my company. We had to fill dozens of roles within a tight timeframe due to our rapid growth. The team began by drafting a strategic hiring plan that clearly outlined our goals and the skills required for each position. One major decision was to utilize automated scheduling and one-way video interviews. This decision aimed to streamline our process and reduce time-to-hire. As a result, we efficiently managed to interview candidates without getting bogged down by scheduling conflicts. While it sped things up, we realized that the personal touch sometimes got lost. Looking back, we could have increased our engagement with candidates by setting up brief live Q&A sessions for them to meet potential team members. This would have added a layer of interaction that supported our company culture. The key takeaway? When hiring at scale, balancing efficiency with personal connection is vital. Embrace technology, but don't forget the human side of recruitment. Keep this in mind as you grow your team!

Happy Friday eve, friends! Part 2: Balancing Speed and Quality in Hiring Decisions In the fast-paced world of tech startups, hiring quickly can sometimes compromise the quality of your new team members. However, making rushed decisions can lead to costly mistakes and higher turnover rates. Refine and streamline your process using the steps below to differentiate you from the other tech startups competing for the same talent as you. Streamline Your Recruitment Process: Implement structured interviews and clear criteria to speed up decision-making without sacrificing thoroughness. A lot of times, the above includes partnering with an external talent partner like me to help speedup this process, as well as guide you through how it should work once you're able and need to do it on your own. Build a Talent Pipeline: Keep potential candidates engaged even when you're not actively hiring to shorten time-to-hire. The above is another place with an external talent partner can help you manage this process and keep the pipeline full so that quick hires can be made when they're needed. Prioritize Culture Fit: Ensure new hires align with your company values and culture, which can enhance long-term success and retention. The above is probably the most important of all three steps discussed here. A well-designed recruitment strategy allows for efficient hiring while maintaining the high standards necessary for your startup’s growth. If you struggle with any of the above, quit waiting and call me today! #Recruitment #HiringStrategy #TechTalent #StartupCulture #changemakers

Are you an early stage business owner and debating which approach to take for hiring? As we are beginning to see the 'proverbial green shoots' 🌿 across the economy and definitely an upwards trend when it comes to new open roles and positions. It is important to be pragmatic about hiring especially if you are an early stage founder / talent leader trying to protect your runway. ❓ What is Embedded Hiring? If there are long-term cost concerns or you might not be sure how you can justify a hire on the talent team at the moment - an embedded recruiter model might just be the thing for you. If this post has intrigued you and you would like to know more, reach out to us at Trifecta Talent or me! #EmbeddedModel #EmbeddedRecruiter #StartupHiring #Recruitment

If you're struggling to find and keep skilled people, you're not alone. But here's the truth: the best talent isn't hiding – you're just looking in the wrong places. 🙅♂️ I've distilled decades of experience into 4 straightforward strategies that will transform your hiring process. No more endless interviews or settling for mediocre hires. Ready to build an unstoppable team? 💪 Get instant access to my hiring playbook and start winning the war for talent today. https://bit.ly/3YInSx1 #hiring #talent #team #businessstrategies #businessowner #businessmentoring #business #businessleaders

3 hiring tactics that most people shy away from: 1) Hiring from high growth companies I hire people who came from high-growth startups, even if they weren’t directly responsible for that growth. They know what greatness looks like and feels like and it always positively impacts the culture. 2) Hiring people who will eventually leave The people that want to eventually start their own businesses are the ones that are going to drive the most value in your business. I know how to give them the experiences they need to be immensely successful in the future. 3) Only hiring people who teach you something I hire the people who teach me something new about their field during the interview. If I don’t learn something new, it’s not a good fit. Any of these standout to you? What other tactics come to mind?

"Nothing is going to determine where you end up more than your ability to hire great people. Nothing” (Steven Bartlett) 👌 I hear a lot of people talk about this message. I also see these exact same people then completely ignore this message. 😬 They skimp on the recruitment process, they lowball candidates, they go for B players because they're cheaper. Even though deep down they know that an A player returns disproportionately more than a B player. 🤷♂️ All the Founders I've talked with that have built rocketships live by the principle of getting their recruitment process right. 🚀 They invest in getting A players through the door come hell or high water as they know that's pivotal to their growth / success 💪 What are your top tips for attracting that top 10% of talent? 👇