Georgia Hart’s Post

🤔#Hiring Managers - Best-in-Class CTO vs. Good CTO: Which is Right for You? When hiring a CTO, it’s tempting to settle for “good” – someone who’ll get the job done and keep the ship steady. But will “good” drive your business forward? Why Aim for Best-in-Class? 🚀 A best-in-class #CTO brings game-changing vision, pushes boundaries, and elevates tech to be a true strategic asset. They’re the leaders who drive innovation, position you ahead of competitors, and attract top talent who want to be part of a dynamic, forward-thinking team. The Case for Good 👍 A “good” CTO will likely maintain stability and ensure systems run smoothly without the added expense or recruitment time that comes with top-tier talent. If your business isn’t poised for aggressive growth or change, this could be a practical choice. So, What’s Right for You? If your goals are innovation and growth, settling for “good” might mean missed opportunities and slower progress. A best-in-class hire could be the investment that pays dividends in resilience, performance, and market edge. 🎯So, are you ready to aim for the best, or are you happy with good enough? 🏆 Until next time people. I’m Warren Beazley (FIRP) , #TheCTORecruiter #recruiting #techleaders #executivesearch #ctos

The hiring strategy that helped me build my team in the early days. We scaled quickly from a team of 1 engineer (just me) to a team of 4 engineers. And this is what helped us scale. This might be one of the best decisions I ever made. My close circle already knows about this strategy as I am very open in sharing what worked for us and what didn't. Publically sharing this with everyone today, hoping someone can benefit from it. Full video on YouTube → https://lnkd.in/dJRXdfUJ ------------------------------------ Is this helpful? Repost 🔁 so others can benefit from it as well! #teambuilding #hiring #foundingteam #earlyhires #hiringstrategy

Last week I spoke to 3 founders of small promising companies who were looking to hire a CTO for these alarming reasons. I get it. It can be nerve-wrecking not to have a tech person to who you can delegate all important tech decisions. But, this does not mean that a CTO should be hired for the wrong reasons. 𝗥𝗲𝗮𝘀𝗼𝗻 𝗡𝘂𝗺𝗯𝗲𝗿 𝟭 Founder 1: "Everyone expects us to have a CTO." Me: "That's fine, let them expect whatever they want. But this is your company. You decide what is best for it and how to manage it." 𝗥𝗲𝗮𝘀𝗼𝗻 𝗡𝘂𝗺𝗯𝗲𝗿 𝟮 Founder 2: "How can I hire our first tech person without he/she expecting to be one of the bosses." Me: "Easily. Hire for the skills you need now, and in the next 6 months. Then have a conversation with your employee and decide on what's the best progression part for them. Not everyone wants to be the boss and lead people." 𝗥𝗲𝗮𝘀𝗼𝗻 𝗡𝘂𝗺𝗯𝗲𝗿 𝟯 Founder 3: "I need a full-time tech person." ... 15 or so minutes of conversation later. Me: "Yes. You do need a tech lead. But the role can be taken by someone part-time and you will still have success." Or talk to your recruiter - one of the best people that exist who can help your set a clear path of successful hiring. How have you helped companies make a great hire, even if it is not a CTO? #cto #hiring #assessdev

Agile hiring + Hire-Train-Deploy = Future-ready tech teams In 2025, tech hiring won't just be about finding talent. It will be all about creating it. The Hire-Train-Deploy model perfectly aligns with emerging agile hiring trends like: • Continuous feedback • Cross-functional skills • Adaptive learning • Flexible career paths Is your hiring strategy as agile as your tech department is? 👉 Swipe through to explore 4 key agile hiring practices shaping the future of tech talent acquisition. 👉 Curious how HTD Talent fits in to your hiring practices? Our inbox is open. 📥 #HireTrainDeploy #AgileTalentManagement #TechHiring

In the world of health tech, many believe that hiring the right software engineers is just about technical skills. But the truth is, cultural fit is equally important. When teams clash, projects fail. Imagine a startup that had a brilliant product idea but struggled to launch because the engineers didnt mesh with the company culture. They faced constant miscommunication and frustration. The solution? Prioritize cultural alignment during the hiring process. This means looking beyond resumes and coding tests. Engage candidates in team activities. Ask about their values and work styles. Create a hiring process that reflects your company culture. By doing this, you build a cohesive team that collaborates effectively. The benefits are clear: - Improved team morale - Faster project completion - Higher quality products - Reduced turnover rates When everyone is on the same page, innovation thrives. As Steve Jobs once said, Great things in business are never done by one person; theyre done by a team of people. Investing in cultural fit pays off in the long run. Are you ready to rethink your hiring strategy? #HealthTech #SoftwareEngineering #TeamCulture #Hiring #StartupSuccess

Hiring the wrong tech team members can slow down your growth and create chaos. You’ve built a talented team, but something’s not clicking. Why? It often comes down to a few key mistakes in hiring. Here’s what to watch out for: ✨ Collaboration – Look for team players who communicate well and work seamlessly with others. ✨ Force Multipliers – Seek individuals who boost the whole team’s productivity, not just their own. ✨ Root Cause Solving – Hire problem-solvers who address the real issues, not just the symptoms. ✨ Business Understanding – Ensure your hires grasp your business goals and how their work drives success. Top companies like Amazon and Twitter have learned that finding the right fit is crucial. Misaligned hires can lead to missteps, but the right team members can turn challenges into opportunities for growth. Building a strong tech team isn’t just about skills—it’s about finding people who enhance your team’s dynamic and understand your business vision. When you get it right, your team becomes unstoppable. 🌟 Need help hiring the right team? Let’s chat! DM me to learn how I can help your business thrive. #TechHiring #Leadership #BusinessGrowth #TeamBuilding #CTO #TechLeadership

𝗧𝗵𝗲 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗥𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻! 𝗪𝗵𝘆 𝟬-𝟭 𝗛𝗶𝗿𝗶𝗻𝗴 𝗪𝗶𝗹𝗹 𝗠𝗮𝗸𝗲 𝗼𝗿 𝗕𝗿𝗲𝗮𝗸 𝗬𝗼𝘂𝗿 𝗩𝗶𝘀𝗶𝗼𝗻? Your first hires aren’t just employees – they’re the pioneers who will shape the future of your company. The decisions you make during this crucial 0-1 hiring phase will either propel your vision to success or anchor it in mediocrity. This carousel takes you through the high-stakes challenges of early-stage hiring, from building your company’s cultural DNA to finding adaptable, multi-skilled talent who can thrive in uncertainty. Learn why getting your initial team right is essential and discover innovative hiring strategies to ensure your startup's future is on solid ground. Swipe through to see how you can revolutionize your hiring process and secure the talent needed to make your startup dream a reality. #StartupHiring #0to1Hiring #BuildYourFuture #StartupSuccess #FoundersJourney #TalentAcquisition #InnovativeHiring #EarlyStageRecruitment #HiringForGrowth #VisionToReality

Have you encountered challenges with individuals who possess high urgency but lack attention to details? Is it a problem in your hiring process? Join me on 20 Minutes Max as we address this critical issue in our discussion on hiring for traits. Tune in to gain valuable insight to refine your hiring approach. 👇 👇 👇 #BusinessTips #hiringtips #hiring  #manager #CEO #cfo #cto  #businessleaders #tech #technology #startup

Hiring for Experience vs. Potential: What Matters More in Tech? Experience gets things done. Potential drives innovation. But when you’re building a tech team, what should you prioritize? ✅ Experienced pros who know the ropes? Or 💡 Fresh talent who can break the mold? The answer may surprise you. #HiringStrategy #FutureLeaders

Hiring right now? If you're not always in the market, you might not be as fit as you'd like to be when you meet a candidate you want to hire. I've got a checklist to get you started. Created after 15+ years of successful tech hiring for startups to large companies in financial services. DM me "hiring" for your copy