Jeff Sigel’s Post

How can founders attract top 5% talent to their Climate startup? In Green Tea Episode 5 🍵, Jesse Gurney (Lead Recruiter at Terra Talent), Ray Paul Biron (Head of Operations), and Ollie 🐶  (Pawduct Manager) discuss how founders can better position their startup to attract game-changing talent. Key items covered: 🎯 Product-market fit 🏡 Location, location, location ⚙ Important levers for candidates What are your thoughts on the tea? #climatetech #startups #hiring #greentea

Who do you hire first in your startup? This is something I see later stage founders say they got wrong a lot! Either you wait too long until the job description is clear, and it slows your growth; or you try to outsource something before you’ve worked out what works for you and end up frustrated with the outcomes and burning out your first employee. That’s why I talk a lot about hiring ”t shaped” people who are willing to get their hands dirty as early hires. It’s a piece of wisdom our Venture Studio CTO passed onto me nearly a decade ago. They should have some expertise or focus they love and have gone deeper in, but they’re not afraid to go outside their role and muck in too- especially when things are messy and uncertain in the early stages! Love how Kate Berski distils what she did right, and what she’d do next time here- incredible lesson for all founders! If you haven’t already, do listen to her episode, there’s soooo much in there for founders of all stages! #startups #entrepreneurship #hiring #growth #founder #startupstories

Founders as Executives: A Mismatch? It's a standard expectation for startup founders to lead as their company grows. Yet, the skills that spark a company's inception are not always the ones that fuel its expansion. Reflecting on my earlier post about hiring, it becomes clear that at the growth stage, redefining role responsibilities is essential. While founders are vital as visionaries and creators, their involvement in every area of operations — like scaling or financial planning—may not always be beneficial, especially if it's not their forte. Founders might consider delegating daily operational or developmental tasks, retaining the authority to guide major decisions and oversee the product's trajectory. Ultimately, the decision to step back depends on the founder's long-term vision for their role in the company. Recognizing when it is time to free yourself a bit is the biggest challenge, though. What's your view? Have you seen effective transitions of founders in your experience? Share your thoughts below! #BusinessStrategy #StartupFounders #StartupGrowth #TechStartups #LeadershipTransition

Most founders face fundamental team challenges when starting up, whether they are in the 0-1 or 1-10 stage of their journey. From my experience with startups, I’ve learned the following: a.) 0-1 startups should focus on hiring generalists. b.) 1–10 startups benefit from bringing in vertical experts. For both stages, apart from the SME C-suite team, founders should consider having a layer of support just below or alongside them, including: a.) Chief of Staff b.) Entrepreneur in Residence c.) Founder/CEO’s office roles These roles are filled by experienced hustlers, hackers, hipsters, and hyper-entrepreneurial individuals who can contribute significantly to the company's growth. Let me know your views in the comment section. #Startup #Entrepreneurship #Hiring #Growth #BusinessStrategy #Leadership #StartupLife #Founders #TeamBuilding #GrowthHacking #jobs #ScaleUp #StartupAdvice

𝗧𝗼𝗽 𝗤𝘂𝗮𝗹𝗶𝘁𝗶𝗲𝘀 𝗙𝗼𝗿 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗛𝗶𝗿𝗶𝗻𝗴 George Kaszacs, Partner at Riviera Partners, breaks down the key qualities startups should prioritize when building their teams: Grit to overcome challenges, a relentless drive to succeed, a strong track record of relevant skills, and a collaborative spirit are essential for thriving in fast-paced environments. These attributes are crucial for navigating the roadblocks and demands of startup life. #Startup #Leadership #recruiting #hiring 

Wohoo! Another amazing milestone, and one I couldn’t have imagined when I first started sharing my thoughts on People Ops, startups, and building great teams. 10,000 of you have chosen to follow, engage, and be part of this incredible network. I am grateful for your support, insights, and contributions. For those who have recently joined: I’m Steph, Fractional Head of People who specialises in helping startups scale with purpose and efficiency. My mission is to build environments where people thrive and businesses grow, tackling everything from culture and leadership development to performance management and talent strategy. With over 15 years in high-growth startups, I’ve learned that scaling is about creating systems and a culture that enables everyone to do their best work. I help founders solve the People challenges that come with growth, so they can focus on taking their business to the next level. As I celebrate this milestone, I’d love to hear from you: - What People challenges are you currently facing? - What topics should I dive into next? #startup #founders #peopleops #scaleup #culture #peoplefirst #peoplestrategy #team

Let's face it, the startup world is a thrilling rollercoaster. You've poured your heart and soul into building something incredible, and now you're wondering what's next. Maybe you're a founder ready for a strategic exit, or perhaps you're an established company looking to acquire groundbreaking talent. Either way, you've come to the right place! AcquireAI is your secret weapon in the exciting world of startup acquisitions. We're a team of passionate connectors who believe in the magic that happens when the right founders meet the perfect acquirers. We don't just handle deals, we orchestrate win-win scenarios for everyone involved. Here's the insider scoop on why we're different: - Matchmaking for Startups: We have a rolodex overflowing with qualified buyers and sellers, ensuring you find the ideal fit. - Exit Strategy Made Easy: Our team of experts will be by your side every step of the way, from valuation to closing the deal. - Your Secret's Safe with Us: Confidentiality is our middle name. We prioritize discretion throughout the entire process. Is your startup ready to take flight, or are you a company ready to level up? #StartupAcquisition #M&A #ExitStrategy #StartupLife #EntreprenuerLife #GrowthHacking #FutureofBusiness

Here’s what we hear when clients tap us in after trying it themselves: Multiple offers got declined We pivoted...then pivoted again Searches dragging on for 6-10 months that could’ve been closed in 3. What a shame—so much time and opportunity lost. #Hiring #Recruitment #Leadership #TalentAcquisition #BusinessGrowth #Efficiency #Highgrowth #Startups #Tech

Happy Thursday! 🤸♂️ We’re resharing this great clip for those who might’ve missed it, featuring our GM of Technology, Breanna Skeen 💃, in conversation with Elliot Spiegel from Inhouse Ventures. They discuss common challenges startups and scale-ups face with early-stage hiring. This is a topic that Breanna certainly knows a thing or two about, having had extensive experience helping hundreds of businesses successfully grow their teams. We hope you gain some valuable takeaways from her insights on how your startup or scale-up can establish a smart hiring strategy to attract the right talent! 💡🔥 For those of you not familiar….Inhouse Ventures are the #1 place to build, scale and fundraise in the Australian startup ecosystem. affix is a leader within the Inhouse Ventures platform, providing Founders with the advice and tools to build high-performing teams and accelerate their growth. 📈 Interested to discover how affix can assist with your hiring strategy? Reach out to Breanna at [email protected]. She would love to chat with you! #inhouseventures #startup #scaleup #earlystagehiring