Avenue Talent Partners (ATP)’s Post

“I thought my network would save me.” “I’m spending 50% of my time on recruiting, but it’s not working.” “I hired a VP of Sales, built out a team, and they sold…nothing.” “My last VP of Sales cost me millions—not just in money and founder equity, but in time, morale, and momentum.” These are direct quotes from founders I’ve worked with this year. They’re all smart, capable, and doing everything they can to keep their businesses moving forward, but hiring is their Achilles' heel. Common themes? 𝐒𝐡𝐨𝐫𝐭𝐜𝐮𝐭 𝐌𝐞𝐧𝐭𝐚𝐥𝐢𝐭𝐲: Relying on networks or assumptions instead of a clear, intentional hiring process. 𝐌𝐢𝐬𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐇𝐢𝐫𝐞𝐬: Bringing in talent without clarity on what “right for us” looks like. A good hire doesn’t mean “the best” for someone else. It means “the right person" for your business and growth stage. 𝐓𝐡𝐞 𝐅𝐞𝐚𝐫 𝐅𝐚𝐜𝐭𝐨𝐫: Paralyzed by the risk of another expensive hiring mistake. 𝐓𝐫𝐚𝐧𝐬𝐚𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠: Forgetting that hiring is about people, not just filling roles. 2025 is right around the corner. The stakes are higher than ever, and a busted hiring plan or a disjointed executive team will hold you back from the growth you’ve worked so hard for. Here’s the good news: You don’t have to waste more time and money figuring it out alone. If any of this sounds familiar, let’s fix the cracks together before they become sinkholes. 𝐇𝐢𝐫𝐢𝐧𝐠 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐡𝐚𝐯𝐞 𝐭𝐨 𝐛𝐞 𝐭𝐡𝐢𝐬 𝐡𝐚𝐫𝐝.

Hiring isn’t that difficult, we just make it difficult. This holds true for a LOT of technology & product leaders that seem to perpetually struggle to attract talent. And it’s because they don’t address a handful of fairly simple tactical items that are neither difficult, nor complex. 1. Figure out what your ideal candidate is actually looking for in a company. Too many leaders focus exclusively on what THEY want. 2. You must train your recruiters to speak the language of both your tech & your team. They won’t learn this magically! 3. Company brand doesn’t matter that much. Start advertising your engineering team. Start a blog, post to LinkedIn or find some other channel. 4. Are your job descriptions boring, tedious and do they include a thousand unrealistic requirements? Rewrite your JD’s so they read like a good post. 5. Your best source of talent is your own team. Have you set things up so they’ll recruit on behalf of themselves and the organization? 6. Long hiring processes for sub-management level roles is non-ideal. You need to go fast because you need lots of reps to get it right! 7. You probably got into your role through a relationship. What are you doing to build relationships that will draw new talent in? Do these 7 things right and you’ll never worry about hiring again. #hiring

🔊 Contrary to popular belief one of the fastest ways to stunt your growth as an organization is to over hire. 🔊 ❗ It's so easy to throw people at a problem or a pile of work but I promise it will come back to bite you in the ass if you are not intentional about this. One of the principals that I've continued to carry with me is that a new vacancy/ role is only opened when someone else in the organization has been already doing the work. Doing the work already allows us to be intentional about hiring and hiring the right person for the role. 🙄 There is nothing more foolish than hiring for a role you know nothing about. If you or someone on your direct team have not gone through the motions of doing the work for the role you are hiring for, you're probably going to hire the wrong person. 🌪 And we all know that hiring the wrong person will almost always lead to a series of chain reactions and unfortunate events. ⏰ Loss of time... 💸 Loss of money... 🛣 Loss of direction... All the things you cannot afford as an early organization. #hiring #startupgrowth

Random thoughts: 1.) Recruiting isn’t always about landing the BEST talent, it's about finding the right talent that fits you and your program. You wouldn't put Lamar Jackson in a pass-heavy offense or ask Peyton Manning to run RPOs all day. What you need to do is really dig into what a candidate brings to the table during the hiring process. Once you know their strengths, you can set them up to succeed with the right support. And let's be clear - hiring one AE without support isn't going to cut it. You need a well-rounded team to make things work in GTM. It's all about matching skills to your program's needs and building a solid unit. 2.) Sales Folks- Before you accept an offer you need to understand the CEOs outlook and view of the sales team. I’ve worked with founders from the engineering side who view having a sales team as a necessary evil and I’ve worked with founders who view sales as the life blood of the organization. Be eyes wide open going in. 3.) Hiring based on Rolodex alone rarely works. Hire the ones who love kicking down doors. Arkham Talent

Why You Should Hire an A-Team, Not Just your Fill Gaps! 🚨 🛠️ 🏅 Hire for Growth, Not Band-Aids! Filling a gap solves a problem today but won’t set you up for long-term success. An A-team doesn’t just handle today’s challenges—they drives growth, spark innovation, and help your business scale for the future. 🏆 Build a Future-Proof Talent Pipeline! Hiring to meet immediate needs often leads to poor fits. Focus on top talent who can grow with the business, take on bigger roles, and build a strong foundation that reduces turnover and keeps momentum. ❌ Ditch Short-Term Thinking! Quick fixes lead to reactive decisions. Instead, hire people who share your vision and can help achieve long-term goals. These are the hires that add lasting value, not just fill seats. WE ARE #HIRNG and doubling our #SALES TEAM! 🚀 #humanresources #innovation #peopleculture

If you’re going to work for someone, make sure your core beliefs align. I’ve always had a sales mindset. Sales is how I got into talent acquisition. Sales was my gateway to tech. In a sense, I was born into it but that’s a story for another day. It wasn’t until I found myself working for founders who were so anti-sales with an inability to get out of their own way (or ego) that I remembered who I was at my core - a father, a husband, a salesman..a businessman. When you remove your blockers and in my case, your ceiling - you can begin to grow again. Your alignment with your leaders, your mentors, your team, employees etc. is the gasoline on your career trajectory. Your mis -alignment with your leaders will put your fire out. 🔥 Take this into consideration when considering your next opportunity. #talentacquisition #recruiting #tech

If you want to build a winning team at your company, you must get good at hiring top talent. For one thing, recruiting takes time and money. And a bad fit costs even more as you lose productivity and have to recruit again. How do you get hiring right? At MajorSage Business Coaching we believe good hiring starts with clear guiding principles. This means you, your team, and your prospects know: ✅ Your purpose - what problem you’re in business to solve ✅ Your vision - where you’re headed ✅ Your mission - why it matters ✅ How team members succeed - the skills and behaviors that support the purpose, vision, and mission ✅ The character and habits of great team members - the desirable attributes of a winning prospect With these in place, you’ll have a template for evaluating candidates through the lens of your company’s principles and values. This means interviews will have focus and your questions will have purpose. Candidates will understand how and where they fit, making it easier for them to say yes. Best of all, you’ll know you’re setting your new hires up to thrive. 🙌 This means better morale, higher productivity, improved profitability — isn’t that what you’re looking for? Don’t struggle any more. Set up a no-strings call with me and l’ll answer all your questions. We’re supplying clarity here. Isn’t it time you got some? Let’s go, Hero! 💪 #hiring #winning #recruiting #principles #magnetic #transformation #clarity #letsgohero

Hiring? Be ruthlessly selective. The best time to fire is before you hire. No hire is better than a bad hire. The cost of hiring a bad team member is much higher than the cost of missing a good one. Wrong hires early make it difficult to make great hires later. If you think it’s expensive to hire someone great, wait until you hire someone bad. Never hire out of desperation. If the right person is not there, it is not time to hire. Thoughts?

Hiring in a hurry? It might backfire. I've learned the hard way that fast isn’t always best. Here are 10 reasons why speeding up hiring can hurt more than it helps: 1 - Poor Fit    ↳ Rushed hires often don’t fit our culture.    ↳ Misalignment creates friction and turnover. 2 - Lack of Skills    ↳ Quick hires might lack essential skills.    ↳ This impacts productivity and adds training costs. 3 - Increased Costs    ↳ Bad hires drain resources.    ↳ Think recruitment, training, and severance. 4 - Lower Morale    ↳ Poor fits disrupt team dynamics.    ↳ When one person struggles, morale suffers. 5 - Higher Turnover    ↳ Fast hires often don’t stick around.    ↳ High turnover means constantly starting over. 6 - Missed Opportunities    ↳ Rushing narrows the talent pool.    ↳ The right person? You might pass them by. 7 - Poor Performance    ↳ Quick hires often can’t perform up to par.    ↳ This hurts team results and company goals. 8 - Reputation Damage    ↳ Frequent hiring mistakes hurt our brand.    ↳ Top talent? They’ll look elsewhere. 9 - Management Strain    ↳ Bad hires need extra oversight.    ↳ This drains managers and resources. 10 - Legal Risks    ↳ Rushed hiring raises compliance risks.    ↳ Legal issues? Nobody wants those. Take your time with hiring. Evaluate thoroughly, it’s worth it. When you bring in the right people, everything else falls into place. ————- 👋 Hi, I’m Ionut. I help recruiters get better at the human side of hiring. ♻️ Think this could help your network? A like or repost would mean a lot to me.

Your First few hires can make or break your company. Hiring the right candidate is very important. Hire candidates based on skills and talent that are aligned with your mission. Hire talented individuals who are passionate, driven, and aligned with your vision. Invest time in hiring as much as you invest in other departments like marketing, operations, management, and sales. Look for individuals who can work and add value to your organization. Remember, your Team is a great asset to your organization. Take care of them, and they will take care of your company. Your Team's success is your success, and vice versa. Thoughts? #talent #hiring #team #success #company