Jason Shuman’s Post

We helped Incite Tax change their hiring methodology so they could grow and scale their business — and now, it’s your turn. 😉 👀 On Saturday, December 14th, we’re hosting a workshop to help our entrepreneurial friends change the way they think, feel, and act when it comes to hiring. 🎉 During 🌟Jumpstart 2025 — Attract and Hire 5-Star Employees 🌟, we’ll: 1️⃣ Show you how to make employees your most profitable asset. 💰 2️⃣ Teach you how to attract people who will think and act like you. 👥 3️⃣ Walk you through mapping out a game plan for your next hire in 30 minutes. 🤩 And MORE… Building a 5-Star Dream Team is possible when given the right tools and guided by the right experts. Incite certainly learned that and it’s made all the difference. 🚀 Ready to change the way you approach hiring? DM me for a link to reserve your seat NOW! 🥳 Share this post to help your fellow entrepreneurs who are struggling to hire! 😁

A CTO I know has been begging his Founder to engage us for months. They're looking for a couple of Staff level roles, and the caliber is not there with whatever they've been doing directly (the VC's + Founder's network mostly) Last week - the CTO quit. On the last call I had with him before he resigned, he told me: "The Founders won't engage recruiters because it is capital burn in their eyes, yet paying me $290K a year to interview muppets for 10 hours a week is supposedly good spend". So, not only have they wasted heaps of cash NOT hiring 2 Staff engineers, they now have a $290K/year sized hole to fill too. If recruiter spend is 'capital burn', this Founder is now dealing with a 'capital atomic bomb'. Apparently this isn't quite common sense yet, but: - If you choose to recruit for 8 weeks instead of 3, that is capital burn - If you hire crap people and need to replace them, that is capital burn - If you interview 40 people instead of 4 to hire 1, that is capital burn Spending $35K to hire someone that'll help you raise $35m is NOT capital burn. Stevie Wonder can see that - why can't you? When you decide that your ACTUAL capital burn needs extinguishing - call me.

Is your scaleup's growth stalling because you can't find the right talent? 🚀 You're not alone. Over the years I learned this crucial lesson: Hiring a top recruiter EARLY is a game-changer. Here's why: 1️⃣ Time is money  → A great recruiter saves you HOURS of sifting through resumes. 2️⃣ Quality over quantity →  They don't just fill seats, they find ROCKSTARS. 3️⃣ Employer branding →  Your recruiter is often a candidate's first impression of your company. 4️⃣ Culture fit focus →  They understand your company's DNA and find people who'll thrive in it. 5️⃣ Scaling made simple →  As you grow, they grow your team seamlessly. But here's the kicker: not all recruiters are created equal. The right recruiter doesn't just understand your industry. They GET your vision. They're part psychologist, part salesperson, and ALL about your company's success. So, scaleup founders, are you still thinking you can handle recruiting yourself? (Spoiler: You can't. At least not for long.) Agree? Disagree?

🚀 There's a time and a place for rocket boosters... Only give people what they need, when they need it. And here's why... About 8 years ago after selling my 2nd recruitment business I launched the Recruitment Garage. 👉 I wanted to help recruitment founders grow their businesses... without enduring the chaos I often found myself in the middle of. 👉 I knew my stuff, and the question I was asking was "How can I impart ALL this knowledge to help people grow their businesses? 👉 Well, I figured it out and off I went with my 💥 “value bomb”. 👉 I threw myself into giving already busy recruitment business owners a firehose of "valuable" information of which they probably caught 5%. The question I should have been asking and ultimately did was... ❓ "How do I bottle this knowledge so it's easy for people to get the value they need, when they need it?" i.e strip away what they DON'T need NOW. As a result… We completely reimagined our growth program with the philosophy of giving people what they need, when they need it. ❌ You don’t have to know EVERYTHING to grow your business. 💪 What grows a business is learning and applying the right action at the right time. And so that's what I do now... Give my cohort exactly what they need, when they need it. 🎯 Nothing more, nothing less, so they're always working on what makes sense now to hit their goals in the future. You might find this yourself with your clients and candidates? Maybe next time you are in conversation ask you self the question… ✅ "Am I giving this person just the information they need right now?"

🚀 There's a time and a place for rocket boosters... Only give people what they need, when they need it. And here's why... About 8 years ago after selling my 2nd recruitment business I launched the Recruitment Garage. 👉 I wanted to help recruitment founders grow their businesses... without enduring the chaos I often found myself in the middle of. 👉 I knew my stuff, and the question I was asking was "How can I impart ALL this knowledge to help people grow their businesses? 👉 Well, I figured it out and off I went with my 💥 “value bomb”. 👉 I threw myself into giving already busy recruitment business owners a firehose of "valuable" information of which they probably caught 5%. The question I should have been asking and ultimately did was... ❓ "How do I bottle this knowledge so it's easy for people to get the value they need, when they need it?" i.e strip away what they DON'T need NOW. As a result… We completely reimagined our growth program with the philosophy of giving people what they need, when they need it. ❌ You don’t have to know EVERYTHING to grow your business. 💪 What grows a business is learning and applying the right action at the right time. And so that's what I do now... Give my cohort exactly what they need, when they need it. 🎯 Nothing more, nothing less, so they're always working on what makes sense now to hit their goals in the future. You might find this yourself with your clients and candidates? Maybe next time you are in conversation ask yourself the question… ✅ "Am I giving this person just the information they need right now?"

Hiring advice I’d give to my younger self: “Sell your blemishes.” Many startups hide their blemishes from candidates—but the best recruiters and hiring managers do the opposite. At Guide we call this the “anti-sell.” When we extend an offer, we also pitch candidates on the toughest challenges they’ll face in the role. The real stuff. Here’s what we’ve learned: 1. Our most successful hires were persuaded by this conversation because those challenges were exactly what they wanted in their next role. 2. For those who opted out, they avoided the frustration of discovering those challenges in month one. Sell your blemishes if you want to save your team and candidates from unnecessary pain.

Attn: everybody! 🎉 This is Anneli Scopazzi kicking off Boulevard Recruiting’s initiative for recruiters to post twice per week on the company page starting next week through the holidays! Alan Leung will kick it off, then Brian Tully, then we’ll pass the baton. ➡️ Please follow Boulevard Recruiting if you aren’t following already! We are a people business, both individuals and relationships are important. Like any great recruiting process, our interview process filters for our values: #joy and #excellence. Striking the joy-excellence balance is tough. Our posts aim to show what that looks like, striking the joy-excellence balance over and over and over and over. By #excellence we mean in recruiting, and particularly in startup scaling. We have a good insight into the startup ecosystem, we are working with 20 startups currently. We’ve worked with close to 100 in the history of our company. So, we’ve seen lots of founders, investors and hiring teams. What does it look like when scaling is done excellently, and when does it need tightening? ❗️To protect privacy, any client detail will be totally anonymized. Recruiting is a #joyful experience, particularly when we get the offer accept. Moments leading up to the offer accept can be very painful. How do we celebrate the day to day wins, and not just the big wins, to stay motivated. We hope our posts will be a mix of insight, education, and simply fun too. We want you to get to know us, and hopefully someday we get to know you. 💙

For entrepreneurs and founders, the debate of hiring for today or hiring for future needs may not be an either/or question. Read the author's take on the best approach. What advice would you give? #Hiring #ExecutiveSearch #TalentDevelopment

For entrepreneurs and founders, the debate of hiring for today or hiring for future needs may not be an either/or question. Read the author's take on the best approach. What advice would you give? #Hiring #ExecutiveSearch #TalentDevelopment

"We just got $60M in funding!" That's what a founder told me last week, beaming with excitement. Then came the harder question: "How do we hire 50 people without slowing everything down?" Here's what most don't realize: Each stage of startup growth is like running a completely different company: ➤ 1-20 people: Everyone's a builder ➤ 20-50: Systems become crucial ➤ 50-250+: Scale is everything The difference between success and stagnation? ↳ Your talent partner. The best ones: ➤ Cut hiring time in half ➤ Need 50% fewer interviews per hire ➤ Know the VC/PE world inside out Because rapid growth doesn't mean rushing. ↳ It means being strategic. Now ask yourself... Would you rather review 8 candidates per hire (industry standard) or 4 (our benchmark)? Time saved = Growth accelerated P.S. Do you want to scale your talent with efficiency? ↳ Let's chat Steve Bartel Ian Roughley Samuel K Would love to get your thoughts since this is your world. 💯