Geraldine Butler-Wright’s Post

Chief People Officer, Geraldine Butler-Wright is "the least HR People person there is". A podcaster (People & Pioneers), mentor, trustee, and a mum of two children and two dogs, G is a star 🌟 In our latest numiTalk Fireside chat "Leading With Empathy: Taking A Human Approach To Hiring", we discuss the importance of empathy in handling layoffs, building effective teams, and fostering career growth within startups and scale-ups: 🤝 Empathy in Layoffs: Leaders must remember that layoffs affect real people; handling these conversations with care is crucial. 🎯 Intentional Communication: Practice and intentionality in communication help convey messages authentically during tough discussions. 🌱 Career Growth: Individuals should align their skills with business goals and actively seek solutions to enhance their career paths. 📈 High-Performing Teams: Clear vision and regular communication are essential for team success; use simple strategies to maintain focus. 💬 Open Dialogue: Encouraging honest conversations about mental health and work experiences fosters a supportive environment. ⏳ Agility is Key: Regularly assess meetings and processes to ensure they are effective and engaging for the team. 📊 Feedback Matters: Simple questions can uncover insights about team dynamics and areas for improvement, fostering a collaborative culture. 🎙 https://lnkd.in/e3d8kd7A #people

As a startup founder, a key decision is how you’ll get the job done: should you hire an in-house team, turn to staff augmentation, or go for outsourcing? 🤔When looking beyond internal hiring, the main debate often centers around staff augmentation versus outsourcing. In this material, we’ll break down the differences, weighing their benefits and drawbacks, so you can choose the model that aligns with your startup’s goals. 🔽

And just like that, they were gone You didn't see it coming You've had your head down running the business and missed all the signs and one of your A-Players has been poached Don't wait until it's too late to sort out your hiring Share your thoughts on signs you've missed in the past and its impact on you, your team the business I write about everything hiring related for scale-ups, if you like this, please like, share and comment #hiring #scaleup #recruitment

Learn the strategic approach to hiring your first 7 employees as a founder. This guide covers crucial roles, timing, and common pitfalls, helping you build a strong foundation for your startup’s growth - written by J G. #recruiting #hiring #talent #StartupHiring #foundertips

“I see companies do this all the time, and it’s a pitfall to avoid.” Listen to Jason Azocar, HubSearch’s Founder & CEO, speak about this common mistake companies make during the hiring process:

Hiring in Startup.! Initially, I thought interviewing was straightforward—just delegate it and finding the "best" candidate. However, I quickly learned that hiring is far more nuanced than simply picking the most qualified person. It’s about discovering someone whose skills and values resonate with our vision and mission. As a startup, we're not just hiring talent; we're cultivating the future leaders who will tackle tomorrow's challenges. And that's not easy We are hiring! If you know someone who would be a great fit, I’d love to interview them. As a founder, how do you approach the hiring process? #StartupLife #Hiring #Leadership #TalentAcquisition #StartupJourney #FounderInsights

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

Hiring struggles got you stuck? Our CEO, Boris Portman, on “The Art of Hiring”, says it's time for hiring managers to get creative and resourceful! With BetterEngineer, you can find solutions to attract top talent and build lasting teams. Listen to the full episode and learn how to stay ahead in the tech hiring game! https://lnkd.in/dHx__wkx #HiringTips #TechHiring #BetterEngineer #BeBetter #StaffAugmentation

A new episode of Between Two Hires (The Subtle Art of Not F#*king Up Your Team) drops this Thursday at 11 AM CT! Justin Geller joins Tom Wilkinson to discuss the strategic importance of clear communication and mission alignment in hiring. They also share practical advice on sourcing top talent, trusting your instincts, and maintaining honesty in the recruitment process. Tune in this Thursday! #saleshiring #salesrecruiting #hiring #startup #sales #between2hires

I'm often appalled by the sheer confidence of straight-out-of-college founders, and their extreme inability to make smart hiring bets early in their career. In some cases, it's just pure arrogance. Here's some recommendation. 1. Don't lower hiring standards but acknowledge your limitations and intentionally work towards improving the ability to hire. You'll thank yourself 5 years down the road if you make it that far. 2. Balance b/w speed, potential, and experience. Your ideal fit is ideal for a reason and very likely, not interested in your startup. 3. Tone down your arrogance. It's more visible than you realize and doesn't help you or anyone else around you. 4. Be mindful about your head space before jumping on an interview call. Not all candidates would call you out for sheer lack of preparation and mood-based interviews but one would, and it won't be nice. 5. Lastly, learn to iterate fast. Bad hiring decisions happen all the time. Build this muscle early and don't compromise on speed. You'll be surprised how someone you bet on fast and early amazes you and your customers. In most cases, that's all you need to set the tone and build for years to come. #hiring #earlystage #founders #startups