Nick Cromydas’ Post

A very thoughtful post from Nick Cromydas. Perhaps before tech and tech enabled companies can become broadly attractive to Tier 1 talent, there’s a process to complete that may take longer than 9-12 months. A process that includes founders and incumbent management teams… 1) being realistic about their TAM and stopping the overspend on sales/marketing (you might have a better, smaller company); 2) acknowledging a lack of product-market fit with scaling potential and mustering the courage and consensus (with investors, employees and customers) to execute the necessary pivot(s) in their offering; and predictably 3) making the organizational changes required that include reductions, upgrades and in some cases, wholesale functional changes in headcount. We’ve seen this process start in many companies; being self aware enough to execute quickly (to Nick’s point) is what will get companies closer to the “front of the line” for the Tier 1 talent that is most definitely in the market. But I do think the process will take longer than a year. Many tech and tech enabled firms are facing painful down rounds and in some cases will simply close their doors or be sold for valuations that completely flush the cap table. If previous cycles are any indication, this takes more time than is ever anticipated. And top talent, at all levels, takes more time to scrutinize the opportunities…

Loved reading this LinkedIn post—it really nails how I’ve been feeling about the startup scene lately. It’s wild out there, and if you’re looking to make moves, or are looking to bring talent into your organization, here are a few takeaways to chew on: 1. Talent is chilling… for now: Top-tier folks with serious track records are taking breaks or sticking to advisory gigs. It's not like they're out of the game—they're just waiting for the right pitch. And this is speaking from experience, I'm one of these people! 2. The market’s a hot mess: From sketchy valuations to limited runway, finding a solid place to land without stepping on a landmine is feeling tougher than ever. And let’s not even start on the cultural fits or the lack thereof. 3. The clock’s ticking: The scene’s going to shift back towards tech-enabled giants soon, maybe within a year. If you’ve got your eye on someone, better to move fast before everyone’s back in play and options dwindle.

Attracting Top Talent in the VC Industry: A Growing Challenge The venture capital landscape is rapidly evolving, and so are the challenges of attracting the right talent. Key Hurdles: 1. Niche Skill Sets: Finding candidates with the perfect mix of analytical acumen, industry knowledge, and deal-making experience is tough. 2. Competitive Offers: With startups and tech giants offering lucrative packages, VCs must rethink their compensation strategies. 3. Cultural Fit: Beyond skills, aligning candidates with the fast-paced, high-stakes world of VC requires careful consideration. The solution? A combination of targeted outreach, competitive compensation, and a focus on growth opportunities. #VentureCapital #TalentAttraction #HRChallenges #HiringTrends

The recent tech reset wasn't just a bump in the road. It was a wake-up call for the entire ecosystem. Here is a view from both sides of the table. Do you agree? VCs: - Tough times often spawn the best companies. - Interest rates have a lesser impact on early-stage investing where the focus is on disruptive potential, not immediate profitability. - Layoffs in established tech companies could lead to a surge of available talent for early-stage ventures. - VC firms are still sitting on record amounts of capital, waiting for the right opportunities. - Tech remains the only constant we need. Always evolving and a strong trend. - Deals continue to happen, even at a slower pace and at adjusted valuations. LPs: - Valuations were inflated, and a correction was inevitable. - Higher interest rates can impact future earnings potential, affecting investment decisions. - The IPO market may be more selective, with stricter scrutiny on profitability. - Newly listed tech companies are completely overvalued - Massive layoffs in tech companies - Fundraising has stopped and there is no more cash for growing companies - The reset might bring an end to unsustainable business models and reckless spending. Learn how to navigate the effects of the #TechReset. Get insights from The State of European Fundraising Report. https://buff.ly/4boUlfm #EUVC #fundraising #venturecapital #industryreport

Read our latest blog to discover the key differences in hiring practices between startups and big companies, and learn how to attract and retain the top talent in both settings. https://lnkd.in/etNxsV-X #TalentAcquisition #StartupCulture #CorporateHiring #BusinessStrategy

Our new Venture House website is now live! If you’re a rising VC, here’s why you should check it out... 🎉 Investor and founder events all in one place 💼 Open Analyst, Associate, and Principal roles updated daily 🌐 Access to our global member network 🛠️ Tools and guides to make your life easier 🎙️ Interviews with partners and founders You can find it all here: https://lnkd.in/e9b4fszC As an early-stage investor, I found it nearly impossible to navigate the space. Venture proved to be a black box as both an outsider and an insider. Thankfully, I had a few friends who shared their knowledge and guided me throughout my career. I designed Venture House to be a dedicated space where resources are shared and friends are made. My goal is to help as many emerging VCs, and in the process, founders, as possible through free resources. Even if you don’t check out the website, I hope you find even one piece of information valuable as you navigate your VC career. I wish there was something like this when I started out. Let’s keep pushing 💪 #venturecapital #resources #jobs #startups

Hiring is a persistent bottleneck for many founders, especially for startups expected to grow at the pace of a venture-backed business. This is where the platform function in venture capital can make a difference. By leveraging our networks, VCs help founders address critical hiring gaps and make quality key hires. Why Talent Support Matters: Limited internal resources and competition with larger organisations for top-tier candidates often put startups at a disadvantage. By prioritising talent, venture capital firms can help portfolio companies secure the expertise they need to scale and succeed. Approaches to Talent Support: The level of talent support VCs provide varies widely depending on fund size, resources, and platform strategy. Some funds take a hands-on approach, while others focus on lightweight solutions, including: ➡️ Embedded Talent Teams: Full-time talent partners who work directly with startups to execute hiring plans, secure key hires, and provide guidance on equity structuring, culture-building, and leadership needs. ➡️ Pipeline Development: Building long-term networks, such as diverse talent pools or sector-specific communities, to connect founders with executives, operators, and specialists. ➡️ Lightweight Models: Scalable solutions like pre-vetted recruiter networks, hiring playbooks, job posting visibility through the fund’s channels, or support for tasks like role scoping and candidate screening. ➡️ Upskilling Opportunities: Facilitating workshops, leadership development programmes, or providing interim executives to strengthen team capabilities. ➡️ External Partnerships: Collaborating with trusted recruiters or search firms to address specialised or high-priority hiring needs, particularly for funds without dedicated talent teams. Examples in Action: Homebrew supports its portfolio companies with scalable resources, including a comprehensive guide hub on hiring and management practices and a portfolio job board to amplify visibility for open roles. Pear VC complements its portfolio support with a dedicated talent services team, providing access to a talent collective, frameworks and tools, and direct recruitment support. Striking the Right Balance: While talent support is a powerful value-add, VCs should avoid overstepping boundaries or defaulting to one-size-fits-all solutions. Founders, leadership, and internal talent teams need autonomy in hiring decisions, and platform teams must focus on delivering tailored support where it drives the greatest impact across the portfolio. -------------------------- [Post 11/30: The Platform Function in Venture Capital] #30DaysOfPlatform #VC #VentureCapital #Venture #CVC #Platform

How purpose led communities completely reimagine the talent war They believe in the principal of purpose bringing people together. And staying My trajectory with a few organizations where the acceptance, zero hierarchy, and ability to have fun has catapulted them to at least million dollar value within a couple short years, shows how it’s done 📌I am a founding member of The Octopus Movement , because as a business, I align with their world view of reimagining the world from the inside out, so that we move from system centricity to human centricity. TOM over a few short months and around when I joined, catapulted across the globe, attracting PHDs, brain researchers, entrepreneurs, technologists, spiritual tech leaders , educators and so many more. TOM has its pick of people it can hire, and work with, when they start hiring. It’s like a global Silicon Valley of the early days. Hopefuls have assembled here. 📌A similar story plays out across Nas Company A very solid vision. Break barriers. Bring people together. A #growthtrajectory that’s envy inducing when companies are struggling with #growth. And it has brought together rockstars that are truly worthy of being called rockstars. It has attracted former corporates, tech founders, earth warriors, emerging economies and so much more, managed and run by people who truly want to see the world be a better place. As an early investor in their products, I have had the privilege of being in close touch with employees who are now my friends. Everyone works hard, but ask them if they feel toxicity. Hell no. They feel like they are all gods, and this is a place to go all out and show the world what can be done. They are genuinely happy to use their formidable talents to see the vision through. 💕💕💕💕💕And the best part? The way both communities roast the founders. We go all out. Till the founder goes red in the face and says fine guys , you win. And everybody is rolling with laughter.💕💕💕 How did we get so far with companies running on fear, I will never understand. Can you even imagine how far we will go with communities/companies run on love? ❤️ #growthmindset

In addition to companies, an important resource is VC job boards. Here's some of them to help prepare for job seekers: 1) SOSV - https://lnkd.in/dE2a7ZTm 2) Playground Global - https://lnkd.in/dXbu35Ct 3) Surge - https://lnkd.in/dBCty_pa 4) Foothill Ventures - https://lnkd.in/dWPPegsJ 5) Anthemis Group - https://lnkd.in/dMc_Nraw 6) Mantis Venture Capital - https://lnkd.in/dR-EFPzJ 7) Sequoia Capital - https://lnkd.in/dqJhNzgs 8) Sutton Capital - https://lnkd.in/dMs28aVD 9) Lightspeed - https://jobs.lsvp.com/jobs 10) Andreessen Horowitz - https://lnkd.in/dKuQhCNY Hopefully this is useful in this brutal job market. The outcome may be uncertain but strategic preparation is the key. If you found this useful do repost it to your network and follow me Anant Agarwal, MBA #jobboards #jobseekers #venturecapital #vc #privateequity #growth #markets #careerbuilding #careergrowth #hiring #jobhunting

We've had more and more competitors pop up over the years. And it's been fun being mentioned in their investor decks as the "big player" (despite only having launched 5.5 years ago) or seeing them post about us on socials with comparisons. But I always say actions speak louder than words. Find me another marketing-focused talent marketplace with the same caliber of 5,000+ customers from high growth startups to Fortune 500s that MarketerHire has. Spoiler alert: you won't. We don't really think about what other companies are doing. We focus on ourselves and building a great product and experience for customers and talent alike. That's a hard enough job as it is without distractions. And we welcome competition. More talent platforms means more normalization of this new-ish, better way to hire. Ultimately, all we care about is helping our customers grow and if they find that help elsewhere, so be it. We'll always be around if they need us. Here's to more competition in 2025! 🍻