Puzzle 🧩🚀’s Post

🚀 Looking to grow your team? Jobstreet by SEEK is here to make hiring easier and faster! With access to over 12 million candidates and tools to streamline the hiring process, we’re helping companies like yours find the right people more efficiently. Whether you're a startup or scaling up, we’ve got solutions to match your hiring needs. Let’s connect and chat about how we can help you reach your hiring goals!

🚀 Looking to grow your team? Jobstreet by SEEK is here to make hiring easier and faster! With access to over 12 million candidates and tools to streamline the hiring process, we’re helping companies like yours find the right people more efficiently. Whether you're a startup or scaling up, we’ve got solutions to match your hiring needs. Let’s connect and chat about how we can help you reach your hiring goals!

Founder: “I hired Paul after a 6-month-long search. But he quit after 3 months. So frustrating.” Me: “Your hiring process is broken.” Early-stage startups often make this critical mistake: They use lean methods for product development. Or hyper-personalised AI for outreach. But still stick to outdated approaches for talent acquisition. Why? Because they don’t treat jobs (or roles to be filled) as a product for potential candidates. Ask yourself: you wouldn't build a product without customer research, so why hire without talent discovery? You need to first understand what your ideal candidates look like, and what they really VALUE by talking to them (like you’re talking to customers)….. and only then can you set up the right messaging. Here’s how to do this right: –– Step 1: • Talk to ideal candidates, even if they're not looking • Ask: "What do you really crave in your work life?” • Ask: "What do you need from your company to thrive?" –– Step 2: • Listen to your current team • Understand what about your company keeps them engaged • Learn what would make them leave –– Step 3: • Determine your worldview and values • Create your employer vision • Create a value-proposition –– Step 4: • Conduct a skill-gap analysis for the position • Perform a values-gap analysis for the position • Approach potential hires with genuine interest –– Step 5: • Create messaging for the position • Speak in their language • A/B test messaging with ideal candidates –– Step 6: • Test candidates for their aspirations in life • Find out if they bring culture add and are adaptable • Test their skills, clearly communicate expectations –– Step 7: • Not a great match, yet? Iterate and improve • Treat hiring like product development • Continuously refine your approach based on feedback –– Step 8: • Create an exciting onboarding process • Develop a welcome-culture • Make new hires feel VALUED and integral to your company immediately –– Step 9: • New hire not performing well? • Identify the reason: is it you? Them? Can it be fixed? • If it’s not working out, do both of you a favour: terminate contract fast Spend the extra time to get this right and you’ll reduce your time-to-ideal-hire to weeks.

Attn: everybody! 🎉 This is Anneli Scopazzi kicking off Boulevard Recruiting’s initiative for recruiters to post twice per week on the company page starting next week through the holidays! Alan Leung will kick it off, then Brian Tully, then we’ll pass the baton. ➡️ Please follow Boulevard Recruiting if you aren’t following already! We are a people business, both individuals and relationships are important. Like any great recruiting process, our interview process filters for our values: #joy and #excellence. Striking the joy-excellence balance is tough. Our posts aim to show what that looks like, striking the joy-excellence balance over and over and over and over. By #excellence we mean in recruiting, and particularly in startup scaling. We have a good insight into the startup ecosystem, we are working with 20 startups currently. We’ve worked with close to 100 in the history of our company. So, we’ve seen lots of founders, investors and hiring teams. What does it look like when scaling is done excellently, and when does it need tightening? ❗️To protect privacy, any client detail will be totally anonymized. Recruiting is a #joyful experience, particularly when we get the offer accept. Moments leading up to the offer accept can be very painful. How do we celebrate the day to day wins, and not just the big wins, to stay motivated. We hope our posts will be a mix of insight, education, and simply fun too. We want you to get to know us, and hopefully someday we get to know you. 💙

Confession time: I’m guilty of judging founders 🙋♂️ Those ones trapped in an endless hiring cycle. They panic about team gaps, get overwhelmed by processes focusing only on active candidates, fail to nurture their hires, and lose them too soon. Then, they start all over again. Sound familiar? I’ve been there too—my endless cycle is with tech tools! Getting excited about new tech, missing team buy-in, and wasting resources when it doesn’t get used. I’ve found these cycles can be broken, often with a simple chat with someone in your network who knows what good looks like. So, if you’re stuck in a hiring loop, I’m here to help! Please reassure me I'm not the only one experiencing these cycles ☹️ Which ones do you see in your industry? Which ones have you fallen into?   

At Pivot + Edge, we uniquely understand the startup market and what it takes to grow. Our tailored recruitment strategies ensure you find the best candidates to scale your team quickly and effectively. Ready to boost your startup’s success? Let’s connect! Comment "HIRE NOW" and our team will be in touch! #StartupRecruitment #Growth #Hiring #PivotAndEdge

Hello Startup Founders! I'm excited to announce the launch of my new LinkedIn newsletter - **Startup Recruitment Hacks**! As an experienced recruiter, I'll be sharing all the tips and tricks to help you find and attract the right talent for your projects. Each week I'll be posting valuable articles, advice and insights that can significantly boost your startup's success by ensuring you build the best team. By subscribing to my newsletter, you'll not only gain access to exclusive content, but you'll also help spread important knowledge within our community. Click "Subscribe" and join our growing audience. Together we can make your startup thrive with the right talent! 🚀 Let's do it!

In a search for a highly specialized candidate, there may only be 50 qualified candidates in your city. Add that you also require three days in the office per week, offer less than Google, AND want them to join the chaos/risk of startup land…that pool shrinks! Talk to me before starting the search to create the best strategy to attain THE BEST. How are you researching the talent pool before making critical hires? #HiringStrategy #TalentPool #AttractingTopTalent Video Edits by GrowthMatch

Struggling to find top talent? Here's the secret to winning the talent war. Work with a partner who actually knows what they’re doing. Ask yourself: —> Are they trustworthy? —> Do they truly understand the roles you’re hiring for? —> Do they take the time to learn your business and culture? And let’s be real—talk is cheap. Social proof matters. How many can back their claims with happy clients? Here’s what a Co-Founder and CTO of a Seattle-based startup said about working with us: "Fuel’s personalized service and deep understanding of our unique business and culture has made them an invaluable partner in our growth and success.” Success leaves clues. Next time you need help with hiring, make sure your recruiting partner checks all the boxes.

🚀Tired of sifting through countless resumes? Imagine having a dream team at your fingertips! At Betrworkr, we're on a mission to revolutionize how startups and tech-enabled businesses find their dream teams. We don't just fill positions; we provide tailored solutions that exceed expectations. Our secret sauce? A meticulous, innovative recruitment process that delivers top-tier, screened, tested, and vetted talent. We're not just building teams; we're fostering the future of tech! Ready to take your team to the next level? Let's chat! ✨ #TechTalent #RecruitmentRevolution #StartupSuccess #BetrworkrDifference