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Scaling Talent With Efficiency! Director Of Recruitment @ Alliance Networks

"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. 💯

John Quinlan

Scaling Talent With Efficiency! Director Of Recruitment @ Alliance Networks

1mo

📌 Why experience matters in a talent partner → Hiring for a startup is a different game. → Your partner needs VC and growth-stage insights. → The right partner blends speed with strategy for real impact. Don’t just grow—grow with precision.

John Quinlan

Scaling Talent With Efficiency! Director Of Recruitment @ Alliance Networks

1mo

📌 Scaling isn’t just about hiring fast → It’s about the right hires at the right time. → Each stage has unique needs—foundation, systems, or scale. Are you aligned with a partner who truly gets this?

John Quinlan

Scaling Talent With Efficiency! Director Of Recruitment @ Alliance Networks

1mo

📌 Imagine doubling hiring efficiency → 4 candidates per hire instead of 8. → Time saved isn’t just efficiency—it’s momentum. Could this be the boost your growth needs?

John Quinlan

Scaling Talent With Efficiency! Director Of Recruitment @ Alliance Networks

3w

Efficiency is everything when scaling with pace !💯

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Samuel K

Strategic Partner - Connecting w/ startup recruiters 🎯

1mo

Early stage usually requires everyone to be a builder so I completely agree with that - - understanding the nuances of each startup's needs can make the difference. Hiring needs are urgent and if you can provide top level talent in half the time, startups should factor that in when assessing whether to bring on a talent partner or not. Would you prefer 1000s of applications on a job posting where most applicants are not a fit? Maybe 100s of applications working with talent partners who don't understand your needs? Or a handful of folks that are a great or perfect fit? It all depends on need, timing, and urgency = money saved/ made

Ian Roughley

CTO / VP Engineering · Advisor · Mentor | Helping founders of growth startups build, lead and scale high performing engineering teams to make their vision a reality

1mo

I think you hit it when you said "talent partner." A partner means that they are aligned and have your best interests in mind. They offload work and save time for you to do other things. Having a partner that is tightly aligned and has empathy for what you're looking for, not the 5 other companies that are also searching for a python or react dev, is a super-power. They can filter the pipeline so you only see the best possible matches, and reduce the total number of hours your team is spending interviewing.

Scaling a team while keeping momentum is one of the hardest—but most rewarding—challenges a founder can face. Having been on the frontlines of hypergrowth myself, I can tell you this: the right talent partner isn’t just about speed; it’s about precision and intuition. The best talent partners don’t just match resumes to job descriptions—they uncover the real need behind the role. They understand the unspoken dynamics, the cultural fit, and the long-term vision. That’s how you go from endless rounds of interviews to nailing a 1:1 intro-to-hire ratio, saving founders and everyone on the hiring team invaluable time and energy. When you bring in the right people at the right time, you’re not just building a team—you’re creating a culture that can handle the next inflection point. So yes, cutting hiring time in half is critical, but ensuring those hires thrive and align with your mission is the real win. To every founder out there, remember: your people are your biggest multiplier. Build wisely—and strategically.

Max Barker

Hire FAANG talent on Discord 🕹️ | Trusted by top VC backed startups | Send me a DM for access 👋

1mo
Carlo Rivis

Visionary, Strategy & Innovation enabler | LinkedIn Top Voice, Influencer, Blogger, Speaker | Startup> Guru, Founder, Advisor, Board Member | Fortune 500 Trainer | Looking for Visionaries!

1mo

This breakdown perfectly highlights the hidden challenge of scaling: it’s not just about hiring fast, it’s about hiring right. Each growth stage demands a different playbook, and having a talent partner who understands that can make all the difference.

Steve Bartel

Founder & CEO of Gem ($150M Accel, Greylock, ICONIQ, Sapphire, Meritech, YC) | Author of startuphiring101.com

4w

Definitely agree that each stage of startup growth is like running a completely different company. I'd add that the approach you need to take for hiring varies dramatically at each phase of growth!

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