Joey N.’s Post

How does top engineering executive and founder Alan Paulin identify bar-raising talent? It's all about that growth mindset, internal drive, and hunger for monumental challenges. Nothing beats firsthand experience. Trust is key, and direct experience paints the clearest picture of a candidate's capabilities. Swipe ▶️ to glean insights from a seasoned leader on identifying top-tier talent. Ready to stack your team with top-tier hires? Send us a message and we’d be happy to conduct a free consultation to identify how we can help you achieve your goals. #StartupHiring #Talent #FounderAdvice

What is there to learn about transitioning from start-up to scale-up from a CPO and People perspective? 📈 Highlights from our latest CPO roundtable, hosted by Dan Spencer, will tell you... 💡 Scale your talent team to match your business growth: Don't let it hold you back from limited success. 💡 Address Founder skill gaps early in alignment with the growth pathway: If your Founder isn't self-aware of the gaps conduct a 360º review and rely on top recruiters to find the right people. 💡 Plan your hires strategically: And phase them in smoothly for seamless integration and instant impact. 💡 Prepare for culture shifts as you scale: Start those conversations early on with your Founder and C-Suite members. 💡 Tailor your EVP to resonate with local markets: Language, tone, and motivation behind the employees matter. 💡 Prioritise purpose-driven talent: Skills can be learned, passion can't. If any experience is missing within the business at any point, a purpose-driven human can skill up. 💡 Don't shy away from tough decisions regarding hires: If it's not the right fit, have the conversation. MASSIVE shoutout to Nicole Karagiannis GAICD, CPO at Harrison.ai and Alex Hattingh (Loder), former CPO at Employment Hero & Finder for their learnings and insights 📣 If you're about to embark on a growth phase to scale your business and feel like you could benefit from guidance on team capability and hiring for growth, that's what we do 😎 Connect with Dan Spencer, Anthony Sochan or Jonathan Jeffries (JJ) to book in a coffee 🚀 #cpo #people #growth #scaling #startup

Ever wondered what happens after the "Eureka!" moment in hiring? Introducing the 'Upfront Thinking' methodology, a recruitment game-changer designed for CEOs ready to turn talent acquisition into a cornerstone of their executive prowess. Then what? Now they're listening, you show them how. Upfront Thinking is no ordinary approach. It's a masterstroke in clarity, communication, confidence, and expert insight. This isn't about just filling a position; it's about shaping the future of your company with leaders who drive transformative success. We challenge you to expect more from your hiring process. It's not just recruitment; it's about earning the bragging rights at the club or affording that extra week's holiday. You're not just hiring; you're investing in business growth and personal success. The catch? It's exclusive. We limit supply because not everyone is ready for this level of commitment to excellence. And yes, it comes at a premium - not because we can, but because you're worth it. Because the results - CEO, CTO, or SVP roles filled with precision - redefine the value of true leadership. So, let's talk. Visit https://vidcircle.co and discover how we transform your hiring narrative from ordinary to extraordinary. #UpfrontThinking #ExecutiveSearch #LeadershipExcellence

Ever wondered what happens after the "Eureka!" moment in hiring? Introducing the 'Upfront Thinking' methodology, a recruitment game-changer designed for CEOs ready to turn talent acquisition into a cornerstone of their executive prowess. Then what? Now they're listening, you show them how. Upfront Thinking is no ordinary approach. It's a masterstroke in clarity, communication, confidence, and expert insight. This isn't about just filling a position; it's about shaping the future of your company with leaders who drive transformative success. We challenge you to expect more from your hiring process. It's not just recruitment; it's about earning the bragging rights at the club or affording that extra week's holiday. You're not just hiring; you're investing in business growth and personal success. The catch? It's exclusive. We limit supply because not everyone is ready for this level of commitment to excellence. And yes, it comes at a premium - not because we can, but because you're worth it. Because the results - CEO, CTO, or SVP roles filled with precision - redefine the value of true leadership. So, let's talk. Visit https://vidcircle.co and discover how we transform your hiring narrative from ordinary to extraordinary. #UpfrontThinking #ExecutiveSearch #LeadershipExcellence

Many companies hire for right now instead of what's next. Seth Godin’s post below resonates with what I’ve seen for years in recruiting. Hiring for specific tasks or skills can create a short-term win—but it’s also a recipe for getting stuck when the market shifts or new challenges arise. At SamePage Recruiting, I help organizations think beyond immediate needs to identify and attract adaptable, forward-thinking talent. When hiring processes prioritize clarity and alignment, it’s easier to bring on team members who thrive today and help shape tomorrow. What do you think—are you hiring for right now or what’s next? #HiringStrategy #Leadership #RecruitmentTips #SamePageRecruiting https://lnkd.in/esmM2667

📹 “A hiring lesson I picked up at 19? Action reveals ability.” In this video, our CEO and Head Coach Mark Organ shares how hands-on hiring transformed his approach to finding talent. Watch to see how you can apply this in your own growth journey. #HiringWisdom #CategoryLeadership

🌟Avoid Mistakes by Hiring the Right Person at the Right Time🌟 In the early stages of building my startup, one of the most critical decisions I made was hiring Vanny as our HR leader. From day one, she wasn’t just a professional guiding our hiring process—she became a personal support system who stood by me through every high and low. 🙌 It’s easy to overlook the importance of HR early on, but having the right person in this role from the beginning made all the difference. Vanny helped us avoid costly mistakes by ensuring we hired the right people who aligned with our vision and culture. 🧠 Her contributions went beyond recruiting; she laid the foundation of our company’s culture, making it a space where everyone thrives. It’s not just about professional support—it's about having someone who understands you and the business personally. Hiring the right HR at the right time can prevent future setbacks and create a solid foundation for success. If you’re building a business, don’t wait until it’s too late—make that crucial hire early! #BusinessGrowth #TeamBuilding #Leadership #StartupJourney #HiringTips #KeyToSuccess

🚨 Attention Founders & CEOs: Are You Making This Costly Hiring Mistake? Joshua reveals a MASSIVE blindspot that could be sabotaging your company and team's growth right now. 🎯 Hint: It's not what you think, and you might be doing it without even realizing! 🤔 Ask yourself: - Is your hiring process truly effective? - Are you inadvertently limiting your company's potential? - Could one simple change transform your team's performance? 🎥 Watch the video to uncover: ✅ The common hiring pitfall most leaders fall into ✅ How this mistake stunts your company's growth ✅ The simple fix that can skyrocket your team's success. Don't let this error cost you top talent and limit your business! 👇 Click to watch now Original video credits: ASBN Small Business Network #hiringStrategy #BusinessGrowth #hiring #hiringmistakes

Attention #founders: You already know that those first few hires you make are critically important. What you may not know is that it’s not just about the skills and experience. Yes, you absolutely need people around you who can bring the skillsets to build your product and get it to market. But you also need those people to be the shepherds of the culture that you want to build in your organization. So when you’re interviewing and making those crucial early-hire decisions, think about these: ✨ How does this person communicate? Are they transparent and authentic in how they show up every day? ✨ Are they adaptable and ready to embrace change? As you grow, things will change. Are these people going to lead by example and grow and evolve as your company does? ✨ Do they lean into celebrating wins and learning from failures, whether those wins or failures belong to them or to someone else? ✨ Are they going to create an environment that respects diversity of thought and background, and one that’s going to encourage respectful and healthy dialogue and debate in the service of innovation? ✨ Are they selfless and team-first? As your organization grows, they’ll need to be able to let go. Territorialism kills. Failing to spend the time to screen and hire for culture up front will result in a lot more time and effort down the road, when you find yourself trying to course-correct and rebuild the broken culture that “just happened” while you were focused on other things. #startup #culture

We talked about building awesome tech teams in last week’s post, drawing on themes from The Startup CTO's Handbook. But hiring quickly isn't the only thing that matters. We also need to create a great experience for candidates and make sure every interview counts. So, how do you streamline your hiring process? → Pre-planned Interviews: Ditch the on-the-fly interview free-for-all! Planning and structure ensures each interviewer is asking different questions, learning about candidates from different angles and collecting unique signals. It also means candidates don’t get asked the same questions over and over. → Integrated Feedback: Applicant Tracking Systems (ATS) can be your secret weapon. They streamline feedback, so decisions get made faster, and everyone's on the same page. But, of course, efficiency shouldn't trump candidate experience -- you're not just evaluating - you're also selling your startup's vision. Show respect and create a positive experience: → Respect Their Time: Consider scheduling all interviews upfront to avoid dragging them through a marathon process. It demonstrates you value their time. → Provide Clarity: Be upfront about the entire hiring process from the get-go. Transparency sets expectations and helps candidates prepare effectively. So, think beyond the hire to build brand advocates. A thoughtful approach can turn even rejected candidates into brand advocates of your startup. Each interaction reflects your startup's culture and values. What are your best practices for balancing efficiency with a positive candidate experience? Interested in help putting these tools into practice?  Reach out to me about leadership coaching -> https://lnkd.in/gznwQrAV #StartupCTOHandbook #TechLeadership #EfficientHiring #CandidateExperience