Michael Bajda’s Post

🌅 Founder Reflection: Every startup should build a unique DNA, shaped by the talent within it. As founders, we’re constantly torn between hiring seasoned professionals to bring immediate expertise or nurturing young talent who will grow with the company. 💭 “Do we want quick impact, or are we willing to invest in potential?” 🚀 What strategies have you found most effective for identifying and hiring top performers who truly drive growth? ☄️ How do you balance between hiring young talent to train and hiring experienced professionals who can make an immediate impact? I’d love to hear from other founders – how have you navigated this choice in your journey? What’s worked (or backfired) in your experience? https://lnkd.in/dsekUzks #FounderReflections #StartupDNA #TalentStrategy #SundayThoughts

PG’s ‘Founder Mode’ post has swept through the startup world like a tornado … I can’t remember the last time a post went SO viral. Instant classic. It resonates SO well with founders because anyone who’s ever tried to scale a company has deep scars from all those VP hires that didn’t work out. The chaos left behind, the cleanup, the quarters (sometimes years) lost … Recruiting leaders who can do the job better than a founder is fucking hard. But founders can’t do everything themselves (as PG points out too). It just doesn’t scale. And I doubt that you can rely exclusively on growing talent from within. So you have to find a way to hire great people with experience and let them flourish without losing the founder mindset. I’m not saying founders should ever completely remove themselves from Sales or Product, but they can’t micro-manage every department either. I’d love to hear how Brian Chesky and other top founders struck the right balance!

"Our company was on the brink of death, then we made it work." These are some of the most powerful words I hope to hear with any candidate I speak with. And for me, hearing the inside details on how companies written off and left for dead (including by the media) have relied on sheer grit, resilience, and smarts to institute turnarounds. And the key hires who helped make this happen? They'll likely be indispensable in their next startup roles. Especially since the all-stars behind the turnarounds don't bear classic startup scar tissue. They don't see themselves as victims of circumstance. They see themselves as agents of change. The tough moments? These were crucibles for growth, not times of pain that they still ruminate on. And now they have the results to show for all they've done. This is also why, when we kick off a search, we try to not just go after the clear rocketship companies. With the companies that have seen nothing but success, I often ask myself: have these talented employees tasted failure? Where have they truly been tested? And the reason for this is so, so important: with the next company they join, there's no guarantee things will be smooth sailing. Unwritten in every company's public history are the truly tough moments. And in today's world where teams are leaner and responsibilities are broader, founders and early employees want to know they have a truly dedicated team member who's going to rise in the most challenging times, thinking two steps ahead and staying level-headed. Because great companies are built via both smarts and a humongous serving of grit.

“Work directly with the founders”—sounds familiar? These days, it's becoming more common to see this highlighted in job descriptions at early-stage or growth-stage companies. And let’s be honest, it’s a pretty attractive selling point! The chance to help build something while working closely with the founders can be incredibly rewarding. You’re not just on the sidelines; you’re in the thick of it, right there with them, sometimes even stepping into their shoes. But before you jump at this opportunity, it's important to understand what you're signing up for: 👉 Constant Change: Priorities shift quickly as the company evolves. 👉 High Accountability: Founders expect the same passion and commitment they bring to the table. 👉 Tough Decisions: Founders are deeply invested, making decisions more intense and crucial. For those ready to embrace the challenge, the personal and professional growth can be game-changing. Just be sure you know what you're getting into! Just sharing some Friday thoughts to help candidates make informed decisions. #startup #founderlife #growthstage #careermoves #recruitment #beyondcc

A reader emailed me this week asking a question about his next career move. After sharing news about leaving his job one week ago, 5 opportunities have popped up. The opportunities are all over the place - startups, agencies, and corporations. He is grateful for the chance, but here's where it gets tricky. These connections are crafting new roles just for him. The two questions this reader has is: 1. Everyone has said, "I'm not sure how we'll use you, but I know you'll be an asset". Do you have frameworks that balance defining an operations leader's role vs flexibility to adapt as the business evolves? 2. Choosing the leader I want to team up with is a bit of a puzzle. Can you help me devise a way to assess each leader to determine who aligns best with my skills, values, and how I communicate? So that's what I wrote about for tomorrow's edition of The Bottleneck. Join 20,000 operators at The Bottleneck if you want tomorrow's edition

Introducing Talent Grind - a new resource for professionals navigating their careers in challenging times! 🚀 We know the grind can be tough - but it's also an opportunity for growth! Founded by Michael Doran, a seasoned recruiter who has helped build teams at Google, Dropbox, and numerous VC-backed startups, Talent Grind shares hard-won lessons and practical insights to help you: 💡 Develop critical thinking skills 🌱 Cultivate emotional intelligence 📈 Grow into a strong leader 💼 Navigate the world of startup recruiting Our content focuses on the skills and strategies needed to adapt and succeed in today's ever-changing landscape. Whether you're seeking a new job, taking on leadership responsibilities, or want to excel in startup recruiting, Talent Grind is here to support you. Dive into our mission and origin story in our first Substack post: https://lnkd.in/gvGm6S9E Follow Talent Grind on LinkedIn and Substack for regular insights, tips and conversations as we embrace the grind together! ☕💪 #talentgrind #careergrowth #leadership #startuprecruiting #emotionalintelligence

 From Rushed Recruiting to Strategic Scaling: The 'First Who, Then What' Revolution #FirstWhoThenWhat #JimCollins #StrategicHiring #StartupGrowth #TalentManagement #TeamBuilding #CompanyCulture #ScaleUpStrategy #LeadershipInsights Mark, the founder of a promising startup, was eager to scale quickly. He was about to make several quick hires to fill key positions when his mentor reminded him of Collins' "First Who, Then What" principle. Changing his approach, Mark decided to slow down the hiring process. He focused on finding the right people who aligned with the company's values and had the potential to grow with the organization, rather than just filling positions based on immediate needs. This meant turning down some seemingly qualified candidates and leaving positions open longer. But once he had the right team in place, decision-making became easier, productivity soared, and the company was able to adapt quickly to market changes. Getting the right people on board is more important than having a detailed strategy. With the right team, you can figure out the best direction together and adapt more easily to challenges.

How to Do great work by Paul Graham 1. Embrace diverse collaborations to bring fresh perspectives and skills to your projects. 2. Cultivate a strong work ethic, especially on endeavors with the potential for lasting impact. 3. Consider non-traditional forms of success, recognizing that great work transcends conventional measures. 4. Tailor projects to align with your passion, ensuring sustained enthusiasm and dedication. 5. Balance hard work with self-care, acknowledging the importance of protecting your mental and emotional well-being in the pursuit of excellence. It is not required to work on just startups, such as books, independent research projects, open-source technologies, or even any passion project. 6. Actively seek opportunities by being curious, trying various activities, meeting new people, reading extensively, and asking questions to increase the likelihood of encountering the right path and becoming a big target for luck. Amazinly Mapped by Jason Shen Link - https://lnkd.in/g5Br9fNS Y Combinator Grovio #community #passionproject #workhard

Ask your new hire to tell you everything that is wrong with your company. I gave this advice to one of my CEOs today. He recently hired a CRO. That CRO will only have an outsider's perspective now. Soon, the CRO will be an insider. Now is the time, while the new hire has fresh eyes, to get all the feedback. What do they love? Not love? What processes and meetings add value? Don't? What should we keep? Get rid off? You can take advantage of this fresh outlook at any level of hire. But it is particularly powerful with your leaders. Next time you hire one, get them to rip your company to shreds. You will learn a lot. For more tips on how to get the most impact from your people, join the leading newsletter for startup CEOs https://lnkd.in/gWqQBd-n

When we launched our startup four years ago, we were laser-focused on growth. As we started gaining traction, we noticed something crucial: our team was stretched thin, and we were constantly playing catch-up. We knew we needed a better strategy. One day, we had a pivotal meeting with a mentor who shared a story that changed our approach. He told us about a successful company that had anticipated its growth by hiring ahead of demand. This company didn’t wait for the workload to become overwhelming; instead, they built a robust team early on. This foresight allowed them to stay agile, innovate, and scale seamlessly. Inspired, we decided to adopt this proactive strategy. We started by forecasting our needs, looking at market trends, and setting ambitious yet achievable goals. We then focused on building a talent pipeline, engaging with potential candidates through networking events and online platforms. We didn’t wait for a position to open up to start these conversations. With a clear plan and a bit of financial adjustment, we began hiring ahead. The initial investment paid off. New team members had the luxury of time to integrate into our culture, understand our values, and get up to speed without the pressure of immediate high-stakes tasks. This smooth onboarding process made them more effective and engaged. As a result, when new projects came in or unexpected challenges arose, we were ready. Our team’s flexibility and preparedness became one of our biggest strengths. We were no longer just reacting to growth; we were driving it. Looking back, hiring ahead was one of the best decisions we made. It taught us the value of foresight and the power of being prepared. If you’re aiming for sustainable growth, consider hiring ahead. It might just be the key to your success. #HiringAhead #GrowthStrategy #ProactivePlanning