TalentBee’s Post

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 😎

⏰ Only 2 Weeks Left! ⏰ Time is ticking! Don't miss out on our exclusive webinar, "Future Work: Hiring for Startups and Scaleups" happening on June 27th at 3:00 pm! 🚀 In just 14 days, you'll have the chance to gain invaluable insights from Russell White of Future Work, as delves into the critical strategies for hiring in both startup and scaleup businesses! 💼💥 Here's a sneak peek of what's in store: ✅ Understand the challenges of hiring for startups and scaleups ✅ Learn how to make your business attractive to top talent ✅ How to use the various tools and channels to attract talent ✅ How to maintain the values and vision of your business as it grows Secure your FREE spot now and seize the opportunity to level up your recruitment game! ⭐️ https://lnkd.in/e5EcNA6T

⏰ Only 2 Weeks Left! ⏰ Time is ticking! Don't miss out on our exclusive webinar, "Future Work: Hiring for Startups and Scaleups" happening on June 27th at 3:00 pm! 🚀 In just 14 days, you'll have the chance to gain invaluable insights from Russell White of Future Work, as delves into the critical strategies for hiring in both startup and scaleup businesses! 💼💥 Here's a sneak peek of what's in store: ✅ Understand the challenges of hiring for startups and scaleups ✅ Learn how to make your business attractive to top talent ✅ How to use the various tools and channels to attract talent ✅ How to maintain the values and vision of your business as it grows Secure your FREE spot now and seize the opportunity to level up your recruitment game! ⭐️ https://lnkd.in/euFyHTB9

Join Space Capital and AdAstra Talent Advisors this Wednesday, October 9, 2024, at 10:00 AM PT for our insightful webinar: “Evaluating Top Candidates: A Guide for Space Startup Founders.” Learn: • How to identify and prioritize the best candidates for your space startup. • Strategies to avoid common hiring pitfalls. • Insights on assessing diverse candidates to strengthen your team. Register now and gain valuable insights to accelerate your hiring process: https://lnkd.in/e-Z3A4H7)

Your startup’s success depends on more than just a great idea—it depends on building the right team. A strong, aligned team can make all the difference in scaling your business and achieving your vision. Next Wednesday we are joined by Yearit Schneider for a valuable session on how to find, attract, and retain the best talent for your startup. What to Expect: ➡ Explore strategies for talent acquisition, considering costs, legal factors, and market conditions. ➡ Discover how to create a compelling employer brand and leverage effective hiring channels. ➡ Get expert advice on fostering diversity, inclusion, and team cohesion. ➡ Participate in an interactive Q&A to address your specific hiring challenges. Last tickets available here: https://lnkd.in/drrCPhve #StartupGrowth #TalentAcquisition #StartupLeadership #HRStrategies

🤦🏻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

"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. 💯

Seed staged founders spend 25-40% of their time on hiring. This week, our head of talent, Tiffany Foo, explores "Your First 10 Hires" in our new blog series, "Your First..." This article covers the importance of early hires, optimizing for talent density, and strategic growth while being cautious with executive hires. Key Highlights: • The first 10 hires establish the cultural foundation for all subsequent team members. • Focus on hiring versatile MVPs who exhibit "startup readiness"—which includes technical skills, mindset, and preparedness for startup life. • Approach building your early team with the same attention, intentionality, and creativity that you use to develop your product. • With limited headcount and resources, each team member is crucial—every new hire should significantly boost your operational velocity. • Integrate inclusive practices into your hiring process from the start to avoid accumulating culture debt later. Read here: https://lnkd.in/eDzgNDbW Discover more insights in our weekly series, guiding early-stage founders through key moments in marketing, PR, talent, go-to-market strategies, design, community/events, and more ⬇ https://lnkd.in/emncyPnZ

Last week, Marissa Peretz, founder of Silicon Beach Talent, and Eclipse Partner Charly M. hosted a recruiting/talent roundtable focused on empowering startups in traditional industries to build exceptional teams. Key takeaways from our discussion include: ➡ 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭: CEOs need to take a major role in the early days. HR or people leaders can't forge a transformative culture alone. ➡ 𝐇𝐢𝐫𝐢𝐧𝐠 𝐟𝐨𝐫 𝐂𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲: Recruit intellectually curious people. They offer deeper problem-solving skills and a passion for continual learning, which is essential for startups. ➡ 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐒𝐡𝐢𝐟𝐭 𝐚𝐬 𝐀𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞: Use unprecedented industry changes as a recruiting tool. Highlight the opportunities for innovation and growth that big companies might lack. ➡ 𝐌𝐞𝐦𝐨𝐫𝐚𝐛𝐥𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞𝐬: Make the recruitment process unforgettable. Give candidates a taste of your company's culture and potential with factory tours and product showcases. ➡ 𝐋𝐚𝐬𝐭𝐢𝐧𝐠 𝐈𝐦𝐩𝐫𝐞𝐬𝐬𝐢𝐨𝐧𝐬: Ensure candidates leave with a positive, lasting impression, even if they don't join. Will they speak highly of your company and its process to their friends? Thanks to everyone who attended! Contact Lilyann Colton if you’re interested in future events for startups focused on transforming physical industries.

"We're always in this rush to hire at startups, but that extra two weeks to figure it out is trivial investment if you’re going to work with them for the next 5 years, and they’re going to change the trajectory of the company.’ Here, Brian Kotlyar sums up one of the most important things to remember when hiring new senior leaders for your company. With the stakes involved, and the direct impact these roles can have on a startup’s success, taking the time to ensure the hire is right for your company - in their skills, their traits, and their aspirations for the company - is critical. In my latest whitepaper, I provide 4 actionable tips for assessing candidates, to help you maximize the chances of making a successful hire - if you choose to hire independently. Link in comments to download the PDF.