Sam Oliver’s Post

🎉🚀 Exciting News Alert! 🚀🎉 Thrilled to announce that GRN Moon Valley has played a pivotal role in Global Recruiters Network's journey to success! 🌟 We've hit a major milestone with 30,000 placements and trust me, we're just warming up! The CEO of our Franchise, Brad Baiocchi, sums it up perfectly: "Since 2003, GRN has been a force in reshaping careers, propelling individuals from the ground floor to the boardroom. We've left our mark across diverse industries and job functions, and the best part? We're not slowing down!" But wait, there's more! 🚀 We've welcomed two industry pros, Paul Rody and Melissa Fox, and launched our development company, M Squared GB, to pioneer next-gen tech like Project DOT, blending AI and RM to redefine the game. Our tech platform, CapsX, has already contributed over $2B in placement revenue – talk about a powerhouse! Now, let's shine a spotlight on one of our stellar locations: GRN Sugarloaf, led by Greg Hickman. Their recent triumph? Facilitating the placement of a top-tier CEO in the food distribution sector, bagging a cool $252K fee. It's not just business; it's about connecting great people and transforming companies together. GRN isn't just a network; we're a global family spread across 37 states and three countries, serving clients in 26 countries. And hey, Forbes has recognized us for seven consecutive years as one of America's Best Executive Recruiting Firms! 🌟 Plus, we've got our spot in Entrepreneur magazine's Franchise 500®, cementing our status as leaders in executive recruiting. So here's to the journey so far, and to the countless success stories yet to be written...the rest is still unwritten- Come Be a Part of It! 🌟 Join us as we continue to pave the way forward, one placement at a time. Cheers to the road ahead! 🥂 #GRNProud #ExecutiveRecruiting #MilestoneAchievement

I see it all the time: Top performers feel stuck. Working at companies with - No product-market fit  - No clear career path. - Poor management For the past five years, I've been urging these high achievers to take a chance on themselves. If you're a top performer, you could be a great entrepreneur. Your real-world experience could be worth five times more on the open market. And it doesn't have to be all or nothing. Start with a small side project while keeping your current job. Think about it: How many people would love to have the skills you possess? There are 1B+ people on LinkedIn. Can you find 200 that are interested in your offer? If you believe in yourself, create a 12-18 month roadmap to make the jump. Use your salary and commissions as the capital to fund your new venture! P.S. Don't wait for the perfect moment—it doesn’t exist. 

🤦🏻Firstly I look as much like Tom Cruise as Jack Reacher should have done (without the 6-pack) Just wanted to clear that up. Anyway, back to the post. I had a catch up with a mentor this week. We talked a lot about the state of the market and the importance of offering value to candidates and clients when things aren’t as great as we’d like. 🤔One question he asked that threw me a little was:”Warren, when was the last time you took a candidate to market.” It really made me think. 📣I used to get a real kick from representing a CTO or Senior Tech Leader “Jerry Maguire” style. So I’m going to be doing it again. Here’s how it works. I partner with a talented CTO or Tech Leader. Someone who is likely employed, doing a great job but wants a new challenge. They won’t be in a position to broadcast their availability to all and sundry. So they partner with me on a 1-2-1 basis and I take them to market, promoting their previous outcomes and value proposition to organisations that will bite their right arm off to welcome them into their fold. 🤫Initially all instructions are conducted anonymously, and once a door is opened a decision is made by the CTO as to whether they’d like to progress to an initial “discussion.“ ⏳It takes up quite a bit of time so typically I’ll only work with one, maximum two Tech Leaders at a time. I’ll start the process of finding my Rod Tidwell next week. 👀Watch this space. Until next time people. 🚀𝗜 𝗿𝗲𝗰𝗿𝘂𝗶𝘁 𝗵𝗶𝗴𝗵 𝗶𝗺𝗽𝗮𝗰𝘁 𝗖𝗧𝗢𝘀 & 𝗧𝗲𝗰𝗵 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 🏅𝗔𝘀𝗸 𝗺𝗲 𝗮𝗯𝗼𝘂𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗮𝗱𝘃𝗶𝗰𝗲 & 𝗴𝘂𝗶𝗱𝗮𝗻𝗰𝗲 📝𝗜 𝘄𝗿𝗶𝘁𝗲 𝗱𝗮𝗶𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝗖𝗧𝗢𝘀, 𝗵𝗶𝗿𝗶𝗻𝗴 𝘁𝗶𝗽𝘀, 𝘀𝘁𝗮𝗿𝘁𝘂𝗽𝘀 & 𝗹𝗶𝗳𝗲 🔔𝗥𝗶𝗻𝗴 𝘁𝗵𝗲 𝗯𝗲𝗹𝗹 𝗼𝗻 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘁𝗼 𝗯𝗲 𝗻𝗼𝘁𝗶𝗳𝗶𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝗽𝗼𝘀𝘁 💡𝗝𝗼𝗶𝗻 𝗼𝘂𝗿 𝗧𝗲𝗰𝗵𝗧𝗵𝗶𝗻𝗸𝗧𝗮𝗻𝗸 𝗪𝗵𝗮𝘁𝘀𝗔𝗽𝗽 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 ☎️ 𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟱-𝗺𝗶𝗻𝘂𝘁𝗲-𝗶𝗻𝘁𝗿𝗼-𝗰𝗮𝗹𝗹

Our Founder, Samuli, is joining the StartupGrind event as a speaker to share his learnings on how early-stage startups should approach their hiring. You can join the free event from here: https://buff.ly/3U3lb5x Here's the short version of how it's done: ✅ Start with business strategy and what needs to happen in your product & GTM side of things ✅ Build a talent acquisition strategy including what kind of talent you need, when you need it, and why those people should join your company ✅ Start building your employer brand - in the first years it's a lot about the founder's brand and the founders sharing what kind of workplace you are ✅ Adapt the always-be recruiting mindset and build talent pipelines all the time - my recommendation is that you always know who your next hire will be even before you can actually hire them ✅ Balance your MRR growth with your headcount growth ✅ Measure everything and act accordingly. Join the event to get a deep dive to these topics 😎

Most tech leaders I meet can nail their VC pitches, yet struggle to market themselves on the job market. One of the best ways to stand out is with your LinkedIn headline. In the video below I go over how you can do exactly that: • The purpose of the headline • How it looks to hiring managers • Crafting your story • Example from one of my clients === I help undervalued senior tech leaders land a mission-driven job with impact, allowing them to experience freedom and joy in their work. DM me "Mission“ if you‘re ready to land a job you love.

Thanks for hosting such a great session Sie Ventures and JBM (+ guests!). Getting the hiring process right is so important. I have never worked at a #startup (just worked for and with a lot of them!); but having worked at Marriott Harrison for over 13 years and moved from trainee (very junior) to partner (senior) during that time, I know it is critical to hire people at every level who not only fit in with the workplace culture but are also driven to enhance it. #talent #management #csuite

We often hear founders say, "No one can sell my business like I can." And yes, that’s likely true - your passion and expertise are what brought it to life. However, this mindset can sometimes limit your company’s growth. The next logical step might seem to be hiring someone full-time, but that comes with its own challenges: the time spent searching, interviewing, and training can take a significant toll, especially if you’re a *no agencies please* kind of person. Here’s where Sofi Scale steps in. We partner with you to accelerate growth by first conducting a comprehensive GTM review to pinpoint the key areas your business needs to strengthen - whether it’s marketing, sales, coaching, or maybe that full-time hire you’ve been considering. If your business is ready for that full-time addition, we’ll take care of finding and onboarding the talent for you, ensuring a smooth transition so they’re set up for success from day one. We cover all the critical areas that start-ups and scale-ups need to grow. Let’s book a call to explore how we can help your business!

We need a different approach when weighing the options of taking on a new role—an approach to capture the growth potential of roles within scale-ups. https://lnkd.in/en7mB5nA

I'm joining the StartupGrind event as a speaker to share my learnings on how early-stage startups should approach their hiring. You can join the free event from here: https://buff.ly/3U3lb5x Here's the short version of how it's done: ✅ Start with business strategy and what needs to happen in your product & GTM side of things ✅ Build a talent acquisition strategy including what kind of talent you need, when you need it, and why those people should join your company ✅ Start building your employer brand - in the first years it's a lot about the founder's brand and the founders sharing what kind of workplace you are ✅ Adapt the always-be recruiting mindset and build talent pipelines all the time - my recommendation is that you always know who your next hire will be even before you can actually hire them ✅ Balance your MRR growth with your headcount growth ✅ Measure everything and act accordingly. Join the event to get a deep dive to these topics 😎

Last week I shared the full decision making process on how I work out what clients align to FORM careers. I had spoken to a Health-Tech employer who needed to hire a Business Development Manager. Not my usual bag but there was a lot of factors that aligned them to the business. 1. Health-Tech - i've worked in partnership with some of the largest growing health-tech clients in Scotland including Phlo, Simple Online Healthcare and brought Planet DDS to Scotland 2. The company have flexibility, diversity of hiring and culture baked into their business from a really early stage. 3. They were looking to hire for ability over "specific industry experience" always a massive tick in the box when it comes to building the right culture. 4. They are a scaling startup with a really interesting product/service. 5. Glasgow based with a hybrid appraoch to team building. The list could go on and on - I asked them for 24 hours to do some research on the business development hire to ensure I was 100% confident I could find them the best person for the job. I eventually went back with a full proposal, terms and threw my hat into the ring to partner with them for the role. They came back to me today. I didnt win the business. They were already poised to partner with another agency on this position but from their feedback: "your set up and offer is quite different and it did make us pause and consider how we should proceed." They also went on to say they have significant growth plans and would be keen to come back to me to discuss working with them to build their technical teams. Am I gutted? Absolutely not. I made a new contact, I made a calculated pitch to a business hat aligned with the way I and FORM careers works and I made a new contact and potential future client. You cant win them all - but you can continue to make progress and put yourself out there. Thats a win in my books?