I had a great conversation today with a startup founder about the challenges of hiring tech talent. They admitted that the process had taken much longer than expected, and they weren’t entirely sure they were attracting the best candidates for the role. Their plan was to address the issue next year when they would be scaling their engineering team again. I understand that logic—it’s easy to push non-urgent problems down the road. However, trying to fix your hiring process while you’re in the middle of scaling quickly is like trying to "clean your house while the kids are still playing in it" or "brushing your teeth while eating a cookie"! The pressure of urgent hiring needs, will always get in the way of building a better process. If you know you have hiring on the horizon, investing time now to refine your processes during the quieter periods will make everything run more smoothly when it’s time to scale. It is a great investment of time. #StartupLife #TechHiring #TalentAcquisition #ScalingStartups #FounderTips #HiringChallenges #EngineeringTeams #StartupGrowth #RecruitmentStrategy

📢 Calling all #founders and #serialentrepreneurs! Let's discuss hiring strategies: If you could rewind the clock ⏰ to the early days of your startup journey, what position would you prioritize hiring first? And for those who've been through it before, what did you do differently the second time around? Share in the comments 😉 #hiringstrategies #startuplife #alwaysberecruiting

There are 3 types of startup candidates you’ll likely encounter. Learn how to identify each and which one is most worth pursuing. At Berkner Group, we have the expertise and insights to help you navigate the complexities of startup hiring. If you’re ready to hire, connect with Chris Berkner. #climatetech #startuphiring #talent #recruitment #leadership

Startup founders STOP making your hiring process about YOU. Are you a new startup founder? You could be making these mistakes: 1) Not be clear about job roles 2) Overestimate their ability to give growth 3) Underestimate the risks for candidates This could cost you the chance to: 1) Attract top talent 2) Build trust and credibility 3) Stand out with a strong value proposition 2024 is the year I hope at least some of you turn the hiring process around. P.S. What other mistakes have you seen founders make?

Our startup clients often ask us about the pros and cons of recruiting candidates from big companies. Here's a quick overview.

🚀 Scaling a startup isn't just tough—it's a race against time 🚀 Your growth shouldn't be hampered by slow hiring processes. That's why I've taken a hands-on, embedded recruitment approach that accelerates your hiring and cuts costs. Whether you need to fill 3 critical roles today or are planning for 50 new hires post-funding, I've got you covered. With my Director-led service, you’ll build the right team to fuel your growth! Without breaking the bank Let’s connect to discuss how I can help you scale efficiently. You focus on driving your business forward—I’ll handle the rest Let me know in the comments how I have helped you this last year. Lets see how long it takes me to edit the above line out 😂 #thiscouldcrashandburn #startups #recruitmentlife #recstrategy #hiring

So, you have finally found the product-market fit and laid down the grand vision for your startup. Congratulations! What then becomes the most important task for you as a founder? Hiring. But isn't that the job of the recruiter or the HR person? Well, outsourcing some tasks can be helpful; however, at the early stage, it becomes very important for the founder to be actively involved in the hiring process. Why? Because your company is the by-product of the teams you build. Simple. And let's face it: You care more about the company than anyone else. Of course, you will always have lots of other work to do. But hiring the right people is the highest leverage activity that you perform. After all, all great companies have great people. The hidden cost of a mediocre hire is huge. If you are an early-stage founder, you need to be spending time identifying people, getting potential candidates to want to work at your company, and meeting every person that comes to interview. Been there, done that? We would love to hear your experience with early-stage hiring in the comments. #founders #earlystagehiring #startups #recruitment

Here’s a question for tech #founders: When was the last time a ‘good enough’ #hire pushed your company forward? In startups, every hire counts, and a “good enough” hire? Often means big-time losses: #Productivity stalls – Teams get stuck fixing what shouldn’t be broken. Turnover spikes – The best talent leaves when they don’t feel supported by others. #Culture dissolves – A poor fit erodes the very energy that drives a startup forward. Why settle? A thoughtful, focused hiring process can be the difference between growth and frustration. Is your team actually adding value? Or just “getting by”? 👉 Drop a comment if you’ve experienced the “good enough” effect firsthand.

Studies show that 23% of startups fail because they don’t have the right team in place, according to CB Insights. In the fast-paced world of startups, hiring isn’t just about filling roles - it's about making strategic decisions that set the foundation for growth. The timing and quality of your hires can be the difference between scaling with confidence or facing setbacks. Is your talent strategy aligned to drive your company's success?

There’s a fascinating debate brewing in some of my early stage startup circles right now... Here’s my take on it (and what I’ve learned from experience). The Debate: The first person you bring into your startup should NOT be a subject matter superstar. Instead, what really makes waves in the earliest-stage hiring isn't a focus on "superstar" candidates but rather those with a high level of; → Versatility and adaptability → A passion for the mission your venture aims to solve → Willingness to wear multiple hats and be flexible in tense moments → Cultural and personality fits over pure skill set Many early stage founders have begun to realize that hiring someone who perfectly aligns with the company’s vision and can adapt much more quickly to changing needs and is far more valuable than a "superstar" subject matter expert with a narrow focus. This shift in perspective is reshaping hiring strategies and creating teams that are cohesive and driven by the same goals. So, when building your early team, look beyond the glitter of impressive resumes and focus on finding those who can truly grow with your startup. For #founders who have done it before, what do you think makes the ideal first hire?