Deep Blue Recruitment’s Post

Got clients lined up for the next few months? That’s great, but here’s the real question: Can your team actually deliver when it matters most? 2025 is just around the corner. If you’re waiting until January to start hiring, you’ll be in the thick of the competition—along with everyone else trying to lock in top talent. The organizations already building capacity now? They’ll be ready to hit the ground running while others are left scrambling.

🔺 How do you make your company sound exciting? 🔺 How do you attract the 'right' candidates? 🔺 How do you ensure the person is the right fit for your team? Strategic talent acquisition is the cornerstone of organizational success. Hiring and retaining the right kind of talent directly impacts a company’s innovation, productivity, and competitive edge. But hiring comes with inherent risks. If not managed effectively, these can lead to significant costs and missed opportunities. Here are some risks associated with talent acquisition: 👉 Skill shortage: Finding candidates with the right skill sets and experience can be challenging, leading to prolonged hiring processes and workforce gaps. 👉Cultural Fit: Hiring the wrong candidate can create misalignment in values and work style, leading to decreased morale and productivity. 👉Turnover Cost: High turnover rates can incur substantial costs related to recruitment, onboarding, and training, impacting both financial resources and operational efficiency. 👉Reputational Damage: Poor hiring decisions can tarnish your brand, making it harder to attract top talent in the future. How do you navigate these risks? To find out, join Aki Taha, a talent acquisition leader who has scaled recruitment processes at Google, Uber, and Netflix in Asia. Learn how to avoid hiring mistakes with case studies and actionable input for your company. Join our next in-person Wizly Amplify session to learn from the best! Register for the session through here- https://lu.ma/88fj2v0v #Recruitment #Hiring #HumanResources #TalentAcquisition

The journey I took to get into the IT industry.

Curious about what it takes to thrive in VC-backed companies vs. industry roles? 🌟 Join Kat Crichton at the next Melo Associates Talent Lens Webinar on December 5th at 11 CST as she shares hiring trends and why she made the leap with a successful tenure at Sequoia Capital back to an operator role. Perfect for hiring managers and career shifters, this webinar is packed with actionable insights! Save your spot now - register below! #CustomerSuccess #VC #SaaS #Hiring

Back by popular demand with Aki Taha's session on talent this month, which will go deep into navigating the inherent risks of hiring wrong. If not managed effectively, these can lead to significant costs and missed opportunities. Here are some risks associated with talent acquisition: 👉 Skill shortage: Finding candidates with the right skill sets and experience can be challenging, leading to prolonged hiring processes and workforce gaps. 👉Cultural Fit: Hiring the wrong candidate can create misalignment in values and work style, leading to decreased morale and productivity. 👉Turnover Cost: High turnover rates can incur substantial costs related to recruitment, onboarding, and training, impacting both financial resources and operational efficiency. 👉Reputational Damage: Poor hiring decisions can tarnish your brand, making it harder to attract top talent in the future. If you are a founder scaling your company or a talent leader in-charge of bringing in the right people, this one is for you. Join Aki Taha, a talent acquisition leader who has scaled recruitment processes at Google, Uber, and Netflix in Asia. Learn with case studies and actionable input for your company. Register for the in-person session through here- https://lu.ma/88fj2v0v #Recruitment #Hiring #HumanResources #TalentAcquisition

The secret to attracting top talent? Be a place where experts grow, not just work. Understanding what motivates top performers is something I have had the privilege of learning first hand from some of the amazing people I have hired over the years. If you can create an environment where your people have a safe space to learn by making mistakes, have the autonomy to innovate and do things their own way, are given the time to broaden their skills and expand their toolbox... you can sit back and watch the best and brightest come to you. #TalentAcquisition #CareerGrowth #Recruitment"

Friday Food for Thought... In both life and business, it's easy to take the path of least resistance. But when it comes to talent acquisition, filling a role quickly often leads to bigger problems down the road. This is where delayed gratification comes into play. Investing time and effort into hiring the right person now can lead to greater rewards in the future. Avoiding shortcuts in the hiring process helps us build a stronger, more sustainable team and business. Experiencing difficulties isn't a matter of if, but when. By embracing the "hard" now, we can set ourselves up for lasting success and growth. 🤔 As we wrap up the last day of the week and the month, think ahead to next month. What hard can you tackle now to make for smooth sailing later? #Friday #Business #LongTermSuccess #TalentAcquisition #LinkTech

🚀 The Launch Collective 🚀 Thank you to everyone who attended our most recent Virtual Event, which was focused on 'Super-Charging your Talent Acquisition Career' - we know you'll have taken so many actionable tips away from it! We have another amazing guest speaker lined up for our April Forum, and we can't wait to share more information - for now, a couple of teasers about them 👀 💼 VP, Exec Networks at a leading Venture Capitalist 🎉 Scaled her previous TA team from 0 to 25+ ✅ Has over seven years of GTM Recruitment experience in the SaaS space The Details: 📆 Thursday, April 4th ⏰ 12pm - 1pm EST This event is a members only event - not yet a member? Click here to apply: https://lnkd.in/eenrJQ8h If you have any questions you would like to ask our guest, please reach out! #thelaunchcollective #scalewithstrive #community #talentacquisition (Please note, that this is a Community only for those who recruit GTM roles internally at SaaS and VC Companies)

I had an interesting conversation this morning with an industry veteran that was excited to retire and get out of the business because "things have changed so much." He said; -Projects where becoming so complex when they didn't need to be. -Younger colleagues are arrogant and think they know it all because they took a class or read a book in school. -It's too difficult to find quality employees and no one good is left. -The Training isn't out there like it used to be. -They have hired too many people that quit in a couple days because "it isn't what they thought it would be." It is hard for me to hear these comments knowing; -If you had the support the projects wouldn't feel so complex. -If the vetting and interview process included character assessment and clear straight forward description on what is expected, both in work and attitude you would get respectful and appreciative young professionals. -If you had a talent network strategy to connect with and foster relationships with top talent you would see rockstars coming through the door. -If you had help setting up clear and realistic expectations for what the work will be and how new teammates will be supported and measured the onboarding experience creates loyalty and dedication. All of this is out there and can be implemented in a fraction of the time leaders think. It doesn't have to be so hard. #imlisteningtoyou #theelectricalrecruiter

Jack Altman, recently tweeted: "Aside from getting PMF, the most important thing a founder can do in the early days is make their first 10 hires be outstanding. Almost every founder of a successful company can tell you detailed stories of the heroics committed by their earliest employees." This resonates deeply with my experience. As a recruiter for UHNW entrepreneurs, I've discovered a fascinating paradox: I'm essentially a recruiter for the world's most discerning recruiters - founders themselves. The best founders aren't just visionaries or strategists. They're master talent magnets, constantly attracting and retaining the brightest minds to elevate their organizations. It's a skill that separates the good from the truly great. What I've learned: 🔎 Top founders treat hiring as their most critical function, not a delegated afterthought. 🔎 They're always recruiting, whether in formal interviews or casual conversations at industry events. 🔎 Their ability to articulate a compelling vision isn't just for investors - it's their secret weapon in attracting top-tier talent. 🔎 They understand that each hire should raise the bar, not just maintain it. 🔎 The best are humble enough to hire people smarter than themselves. In essence, the founder's journey is a continuous process of organizational upskilling through strategic recruitment. It's not just about building a product or service; it's about building a team that can outperform, outthink, and outmaneuver the competition. As I navigate this world of elite talent acquisition, I'm constantly inspired by these founders who recognize that their ultimate product isn't what they sell - it's the team they build. Altman's words ring true - those first hires are indeed the cornerstones of future success. They're not just employees; they're the co-architects of the company's culture, the trailblazers who set standards, and often the future leaders who scale the organization. In my role, I'm privileged to witness the "heroics" Altman mentions firsthand. These aren't just anecdotes; they're the building blocks of billion-dollar enterprises. So, to echo Altman's sentiment: How much emphasis do you place on those crucial early hires? And for the founders out there, what stories of "heroics" from your early team members have shaped your company's journey? #Entrepreneurship #TalentAcquisition #Leadership #FounderInsights