Boulevard Recruiting’s Post

🚀 How do you know your new senior hire will still be with you in a year’s time? Short answer: You don’t. 🤷♂️ Sure, you might have access to those elusive, passive candidates that everyone talks about. And let’s be honest—if clients had access to my pool of talent, they wouldn’t need to pay me a fee, right? But here’s the thing: whether your candidate is a rare gem or one of hundreds applying to your job ad, if they don’t “fit” your company’s culture, does it really matter how you found them? The key is to nail behavioural screening and culture fit before you even meet them. 🎯 How do you do that? It’s simple: know exactly what you want from the role, then match that with candidates who not only meet your criteria but are genuinely motivated to be part of your journey. Think it’s easier said than done? It’s not. Our retention rates are over 96%. 💼💪 Want to learn how to achieve the same? Let’s chat— grab a time below and I’ll even show you how, for FREE! 🙌 ☎️ 𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟱-𝗺𝗶𝗻𝘂𝘁𝗲-𝗶𝗻𝘁𝗿𝗼-𝗰𝗮𝗹𝗹 Until next time people. I’m Warren Beazley (FIRP) , #TheCTORecruiter #hiringtips #recruitingtips #staffretention #startups #ceos #vcfunded

📢 𝑯𝒆𝒓𝒆’𝒔 𝒘𝒉𝒚 𝒚𝒐𝒖𝒓 𝒇𝒊𝒓𝒔𝒕 𝒉𝒊𝒓𝒆 𝒊𝒔 𝒗𝒆𝒓𝒚 𝒊𝒎𝒑𝒐𝒓𝒕𝒂𝒏𝒕!! The first hire is always a crucial step for any startup, often someone you already know and trust. For me, this person was Avinash, an old colleague. I offered him the same salary he was getting in his previous job, and he joined me, dedicating two years to our growth. Choosing the right person for your first/ initial hire is more than just filling a position; it’s about setting the foundation for your company's culture, values, and future success. These people can significantly impact the trajectory of your business by driving operations, fostering productivity, and embodying the work culture. The transition from solopreneur to employer brings a new sense of responsibility. Your first hire must be someone who believes in your vision and is willing to contribute wholeheartedly. It’s not just about skills; it’s about trust, alignment, and shared goals. Reflecting on my experience, Avinash's dedication and belief in our mission added immense value to our startup. His presence marked a significant milestone in our journey, and our subsequent growth was a testament to his contributions. For anyone considering their first hire, remember to look for someone who aligns with your vision and can help foster a positive business environment. The right hire can add structure, drive success, and create a lasting impact on your company's future. Have you experienced the impact of a first hire in your business? Share your stories and insights in the comments below!💬 #Linkedin #Entrepreneur #Business #Firsthire #Buildingbusiness #Mystory #Experience #Team

Two things that will make you a 10x better interviewee: 1. Show that you CARE. Hiring is a cost/benefits game. If you care, you're more likely to stay around for longer, increasing the retention rate and saving time and money on recruiting again. Also, companies want to hire people who actually WANT to work there. (This is even more important when recruiting for startups.) 2. Show competency, build trust. Companies hire to solve problems and drive growth. You want the interviewer to walk away thinking, "That person will make this org a better place. I would trust them to get sh@$ done." How will you bring value? Why should you be hired over someone else? Convince them that YOU are the solution. #interview #tips #hiring

𝗬𝗼𝘂𝗿 𝗳𝗶𝗿𝘀𝘁 𝗵𝗶𝗿𝗲 𝗮𝘀 𝗮 𝗳𝗼𝘂𝗻𝗱𝗲𝗿 Making that first hire isn’t just about adding headcount, it is building the foundation of your business. Recently, we worked with a founder looking to make their very first hire. The challenge wasn’t finding candidates, it was knowing what they needed and what “great” looked like for this stage of their company. Here’s what stood out: 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗶𝘀 𝗸𝗲𝘆 That first hire can set the tone for how your business operates. Defining the role properly,not just the skills but the kind of person who fits your vision—is vital. 𝗗𝗼𝗻’𝘁 𝘀𝗲𝘁𝘁𝗹𝗲 𝘂𝗻𝗱𝗲𝗿 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲 When resources are tight or your investors are pushing you to hire, it’s tempting to rush a decision or lower the bar. But the cost of a wrong hire (especially early on) can be significant. It’s worth taking the time to get it right. 𝗘𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗵𝗲𝗹𝗽𝘀 Hiring might not be your area of expertise, and that’s okay. We support founders at this stage by helping to define the role, find the right people and guide the decision-making process. That founder? They’ve now made their first hire and can focus on growing their business with the right support in place. If you’re at the stage where you’re thinking about building your team, let’s talk. It doesn’t have to be complicated and it can make all the difference. #ForgingFutureInnovation #Firsthire #Startup

Recruiting for startups is a whole different game. Guiding candidates through the interview process at startups is interesting. The expectations are different because startup roles demand more than just skills—they demand the full package. For founders, every hire is critical; there’s no margin for error. It’s not just about whether you can do the job—it’s about whether you can thrive in a fast-paced, ever-changing environment. In that short window, they’re looking beyond your resume. They’re assessing your drive, your ability to adapt, your emotional intelligence, and how well you can navigate ambiguity. Are you a fit with their culture? Can you problem-solve creatively? Will you build strong relationships? Can you bring your authentic self while also embracing the startup’s values? It’s a lot, and the stakes are high. But that’s what makes startup recruiting so unique and exciting. You’ve got one shot to show the best version of yourself #hiring #startupsuccess #interviewtips

We all know the perception of working in a startups. Long hours, working weekends, no social life etc. Sadly the reality is often true with startup culture glorifying hustle but failing to do anything about burnout, as if success demands constant exhaustion. But at Brand Hackers, we’ve seen a different reality: the most happy, high performing teams are in startups who prioritise work-life balance and mental well-being. Here’s why: 1️⃣ People-first approach = Long-term success When you prioritise your team over profits, they become your greatest asset. 2️⃣ Creative freedom and innovation Innovation thrives in environments where employees feel supported, not stretched thin. Wellbeing fuels creativity; burnout stifles it. 3️⃣ Stronger brand identity A positive internal culture reflects on your brand externally. Customers want to support companies that value their people. It’s time to shift the narrative—from hustle to healthy growth ✨ Do you think that startups can be successful AND sustainable? P.S. If you’re looking to join a team with a fab culture, Brand Hackers is hiring. Check out our careers page! Link in comments :) https://lnkd.in/enRgKUZQ

Struggling with hiring? Let's fix that. Starting your business is thrilling, but assembling the right team can make or break your startup. Here are some key steps to ensure you hire the best fit for your company: Define Your Culture Early: Identify your startup’s core values and mission. Hire individuals who align with these values to maintain a cohesive team environment. Look for Passion and Potential: Skills can be taught, but passion and potential are inherent. Choose candidates who show enthusiasm for your vision and a willingness to grow. Prioritize Versatility: Startups often require employees to wear multiple hats. Seek out candidates who are adaptable and willing to take on various roles. Utilize Structured Interviews: Standardize your interview process to evaluate candidates fairly. Use behavioral questions to understand how they handle real-world situations. Test for Practical Skills: Implement practical tests relevant to the job. This ensures candidates can perform the tasks required in a real-world setting. Cultural Fit Matters: Ensure the candidate fits well with the team dynamics. Consider team-building activities during the interview process to gauge interaction. Check References and Backgrounds: Don’t skip on checking references. Verify past experiences and accomplishments to avoid future surprises. Pro Tip: Always trust your gut. If something feels off during the hiring process, it’s worth reconsidering. Your startup’s success depends heavily on the people behind it. P.S. Never stop networking. The right hire might come from a referral within your professional network. Keep those connections alive! #StartupSuccess #HiringTips #TeamBuilding #Entrepreneurship #StartupCulture

Let’s face it—hiring top talent can sometimes feel like trying to find a needle in a haystack, except the haystack is on fire, and you’re holding a spoon. But what if you didn’t need to sift through a mountain of resumes while juggling 47 other tasks? Imagine a world where the candidates come pre-vetted, highly engaged, and genuinely excited about YOUR company. Now, imagine you don’t have to lift a finger until it’s time to choose who joins your team. Intrigued? You should be. Our innovative platform does the heavy lifting for you, building a talent pool tailor-made for your growing business. Whether you're a tech-savvy startup or a rapidly expanding company, we’ve got you covered. All you have to do is confirm the perfect candidate. It’s like having your cake and eating it too—except this cake is actually good for you (and your bottom line). Ready to stop playing with fire and start hiring smarter? Let’s get started! Special introductory offer: Let us build your talent pool, and all you do is pick the best! Zero hassle, all the rewards. #HiringMadeEasy #StartupSuccess #TechSavvyLeaders #GrowYourTeam #TalentAcquisition

🎯Founders, remember: interviewing candidates is like pitching to investors Not convinced? Hear me out. Top candidates, just like investors, are looking for opportunities that excite them. - They want to work on innovative projects that challenge them. - They seek autonomy and the space to create real impact. - And let’s not forget—they probably have multiple offers from companies like yours. So, how do you convince a star candidate to choose your startup over a competitor? You pitch! - Pitch your product and how it’s shaping the future. - Share your funding story and the vision behind it. - Highlight the cutting-edge technologies they’ll get to work with. The more you tick those boxes, the more likely a top candidate will want to join you—not someone else. Makes sense? #StartupHiring #TalentAttraction #FounderTips #RecruitmentStrategy #GrowthMindset #TopTalent

Startup founders often think that the experience they have recruiting and hiring at more established companies will be enough to plug and play when they begin their founding journey. "At Amazon, I hired 100s of people." And sure, this recruiting experience is nothing to sneeze at, but the recruiting engine (+ process) was already built, feeding you a steady pipeline of candidates. This is MUCH different than building the earliest foundation of your own recruiting engine and process. You are the engine, tapping your network and then second and third level connections. This is hard and takes way more time than you think it will. As a #founder, your 1st level network will eventually dry up. That’s why Shannon Anderson, Matthew Witt and I constantly beat the drum for founders to always be recruiting. Connections today can and will lead to unimaginable upside over time. If you are planning on hiring a critical leadership role and are simply hoping that your dream candidate will land nicely at the bottom of your talent funnel once you take your job to market, good luck with that. Connecting and cultivating talent is a form of ongoing and strategic recruiting. And it’s the one strategy that pays dividends time and time again. If you connect and cultivate the talent you’ll need in 1, 2, 3 years from now, they are no longer strangers, they actually start to become investors in you and what you are solving. They become an extension of your building journey. Engage with them, offer to help them however you can, give them updates on how things are going, ask them for objective feedback on your product or other areas of your business. As a wise CEO once told me, the actual process of recruiting sucks. Sure, it’s necessary but it’s a whole lot easier and better when the process is just the check and balance. The relationship always comes first. I love this quote from David Younger, Co-Founder and CEO at A-Alpha Bio, from one of our earliest Hooked articles: “Founders should always be recruiting. For senior roles in particular, recruiting is all about building and cultivating relationships. It would be short sighted to miss opportunities to build or strengthen relationships with industry leaders just because the company isn't actively looking to fill a relevant position at the moment. Two of our best hires in 2022 can be traced back to ongoing conversations that started in 2018.” #alwaysberecruiting, baby! 🔥 #startups #hiringstrategies #recruiting Madrona