Jude Child’s Post

We only hire from our competitors.   This has been common for SaaS firms the past few years.   With the increase of talent on the market, many hiring teams have prioritised reps who've sold their tech before.   And I totally get why.   Quicker ramp-up time Likely to have contacts to go after Less training required on the product Often brings good ideas from a competitive lense   But there comes a point where it's counterproductive.   Some firms take months to find the "perfect" candidate from their competition.   In that time you could've hired & onboarded a gun from outside the space.   And I'd bet good money they'd smash it.   Hiring from a competitor doesn't guarantee success.   Here's what I'd prioritise instead:   Deal values Personas sold to Quota attainment Vertical experience  A growth mindset PG experience If you're hiring right now and struggling to find the perfect candidate.   Perhaps it's time to look outside of your competition.   You'll be surprised by the result.   #techsales #gotomarket #saasrecruitment

While You're Still Hiring, Your Competitors Are Already Shipping Features  Let me paint your daily reality: ➡ Another week, zero applications ➡ Your product roadmap collecting dust ➡ Competitors shipping features while you're... still interviewing ➡ £10K+ wasted on job boards and recruiters Your team burning out covering the gaps Sound familiar? You're not alone. The brutal truth? Traditional hiring is DEAD for SaaS companies. Here's why: → Local talent pool? Completely drained → Those 'perfect candidates'? Already hired → Your job post? Lost in a sea of 1000+ others → Your timeline? Bleeding days into months → Your budget? Hemorrhaging on contract rates And the real kicker? While you're stuck in this loop, your competition is already building their next feature. But here's what they know that you don't: Staff augmentation isn't just an option - it's your escape hatch. Why it's a game-changer: ↗ Senior developers deployed in 7 days (not 70) ↗ Full-time dedication without the hiring headache ↗ Instant scale-up capability when you need it ↗ 40% cost reduction (yes, really) Here's the thing: Every day you spend on traditional hiring is another day your product falls behind. Want to know how market leaders are building faster while spending less? send me a Dm #SaaS #hiring #productdevelopment

SaaS firms: Don't waste this opportunity. There's never been a better time to hire top performers.   18 months ago, these people wouldn't have considered you.   That's not a dig by the way; It’s just reality.   It’s always been difficult for B-player companies to hire A-players.   No matter how good your recruiter is. Right now is the best chance we've had in 10 years.   So take the call Make the interview Push for the headcount Pay them the extra money Don't let the opportunity pass you by. I promise you won't regret it. #techsales #saasrecruitment #gotomarket

Building a strong tech hiring strategy can be tough, especially in today’s competitive market. But Betts' free tool, Comp Engine, can help refine your strategy by providing real-time compensation insights to make data-driven decisions for hiring top GTM talent. In our latest blog, we explore key trends in tech compensation, including how to attract unicorn sellers and optimize your offers in a tight market. Discover how you can leverage Comp Engine to stay ahead and build a hiring process that aligns with your budget and goals. Check it out here! #Hiring #TechTalent #Compensation

We are hiring at Numeral! And I'm spending a lot of my time recruiting. This is a newer muscle for me, and I've learned a lot over these last few months. 💪 Getting in Reps: Like many things in startup land, you'll get better at it as you go. You learn what questions to ask, how to ask them to generate deeper replies, and well, which questions not to ask. The Process: We don't want to waste our time or theirs. For our first few hires, we really didn't have a hiring process (sorry). But now we've got a repeatable process. This means clearer timelines for candidates, a better experience, and hopefully higher-quality decisions. Comp: Lean on the data. There are a lot of tools out there (e.g., Carta) that can give you insights into equity comp, cash comp, benefits, and more. You don't need to fly blind. Use the comp tools! References: Don't sleep on reference checks. I'd argue that this is one of the highest-leverage activities in the hiring process. You'll thank me later! I’m talking to a candidate a bit later today. What is your favorite interview question to ask?

🚀 Hiring doesn’t have to feel like finding a unicorn—let’s make it as simple as ordering your favorite coffee ☕; customized, reliable, and exactly what you need. At Unicom Technologies, we know hiring managers have heard it all—databases, pipelines, custom solutions (yawn, right?). Here’s how we’re different: ✔️ We get it! You don’t need just any IT talent—you need the right people who hit the ground running, stick around, and deliver results until the last line of code is polished. ✔️ We play well with others, tight deadlines? Bring it on. We’ve navigated these waters successfully and are always ready for the next challenge. ✔️ We’re faster, sharper, and more fun. No endless calls. No awkward misfits. Just top-tier talent, delivered seamlessly (with a sprinkle of wit). 💡 Calling all hiring managers! Whether it’s Contract, Contract-To-Hire, or Direct hire roles, connect with us for a quick turnaround. Let us help you fill those critical positions promptly and make you look like a hiring wizard. 📩 Ready to upgrade your hiring experience? Let’s talk! 📨 Or, If you prefer the good old email route? No problem—shoot your roles to [email protected], and we’ll catch them faster than your inbox refreshes. 🎯 #Hiring #Recruitment #Contract #DirectHire #Full-Time #TechCareers #TechTalent #ITStaffAugmentation #USStaffing #MSP #VMS #ContingentStaffing #ContingentLabor #StrategicSourcing

Hiring can be hit and miss. Especially in a business that’s scaling quickly. I use this method to get real insights ASAP on new hires instead of waiting till it's too late. Watch the video below

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"Hire fast. Fire Faster." is an outdated framework. Apply these 2 tweaks to make it more effective. 1) If you're very skilled and experienced at hiring. It makes sense to hire quickly. It also makes sense to fire quickly since you've seen the patterns of who should be fired and when. 2) If hiring is not your strength and if you have not hired many people before. It makes more sense to hire slowly. If you are inexperienced your biases are probably making your decision more than anything. #hiring #firing #recruiting #jobs #acquisition #leilahormozi