Teralys Capital’s Post

In startups, we can rarely afford to hire A-players; instead, we create them. We have to play with the cards we were dealt, and we can't expect those cards to be an experienced AE earning $200k from a unicorn SaaS, nor a VP who took another SaaS from seed to Series D/E/F. Heck, those 'accomplishments' don't guarantee success in a SaaS startup, anyway. So, we've got to look elsewhere, for people with talent, who are hungry to learn, and ready to get their hands dirty. It would be great if that were enough, right? But it's not. Because it's our responsibility to forge that raw material into A-players. And it's not going to happen without: - A product that solves a real problem - A sales process designed to execute against - A playbook filled with tools, tactics, and guidelines - A supportive environment that includes coaching and sparring If we've got that, we might just manage to turn some talented individuals into the A-players we so desperately need to succeed.

Creating the best matches between Candidates and Companies is our thing <3

Here's my startup hiring philosophy: Hire people that would be great founders, but are too risk-averse to start their own thing. The key is giving them free rein to own their area of the business. Try to control them, and they leave. Freedom leads to great culture.

Building a startup team? It's not transactional; it's foundational. Take the time to find people who get your vision and are in for the long haul. Right hires = game changers. Hiring tip for startups: Look beyond the resume.📄 Cultural fit and potential for growth can be just as crucial as experience💪 #StartupHiring #GrowthMindset #BeyondTheResume

Hiring the wrong people can kill your startup. But finding the right ones? That's the secret sauce. Here's what I've learned from hiring 60+ engineers at Raftlabs: The 10 traits of A-players who'll supercharge your startup: 1. Clear thinkers 2. Self-motivated 3. Drivers 4. Crystal clear communicators 5. Natural inspirers 6. Get-shit-done attitude 7. Decisive 8. Good judgment 9. Mission-driven 10. Truth-seekers But wait, there's more. The real unicorns also have these qualities: → Unapologetic about changing their minds → Obsessively curious → Ridiculously hungry That last one? It's the secret ingredient. You can't teach hunger. It's innate. When you find someone with all these traits, hire them on the spot. They're worth their weight in gold. Remember: A-players attract other A-players. B-players? They hire C-players. Your team is your company's foundation. Build it with the best, or watch your startup crumble. What's the one trait you value most in your hires?

Hiring senior people for your startup can be a game-changer. It's like an athlete taking performance-enhancing drugs; the potential outcomes can be either incredibly positive or detrimental. Rushing the hiring process or settling for less than ideal candidates can lead to negative effects felt from the inside out. Investing time and effort to carefully select senior employees who can help your startup grow and succeed is crucial. A startup's success ultimately depends on the talent and dedication of its team. Therefore, choose wisely and invest in your team for the best possible outcome. Remember, the hiring process may take time, but it's worth it. Senior people pose several important challenges that need to be taken into account. They come with their own culture, they know how to work the system, and they may understand the job better than you do. So, it's important to be aware of these challenges and work to overcome them. Choose your senior employees wisely and invest in their growth and success. Your startup's success depends on it.

Startups often ask why they should hire a Fractionalized GC. My answer is simple—flexibility. This model allows companies to adjust their legal support based on their current needs. They can increase support during busy periods, like fundraising, and reduce it during slower times. Fractionalized GCs offer access to a team of specialized legal experts, rather than a single generalist. This team can address specific issues relevant to the business, such as SaaS contracts, consumer privacy, or entertainment law. The cost is lower than hiring a full-time in-house GC, and the diverse client base provides valuable cross-industry insights. While fractional counsel may not be as deeply involved in day-to-day operations as an in-house GC, distance can often be beneficial. For startups seeking flexibility and cost-efficiency, the Fractionalized GC model can be a great fit.

This is why I love helping early-stage founders: One of the Seed stage startups I've helped establish their early team just called me to say they raised $7 million and are scaling like gangbusters! Supporting founders in the very early stages of their growth is both exciting and a privilege. Often, founders need help establishing their early team to: - Launch a product - Raise capital - Acquire customers - Gain traction It's even more exciting to see the team coming together and achieving hyper-growth. Now, I'll be supporting them in hiring a Chief Innovation Officer. I’ll share more details soon on LinkedIn about the company, the product, and the role. Stay tuned (especially if you’re a European-based CIO with a fintech & web3 background) 😉 PS. DM me If you're looking to hire a founding role. I'll give you an intro on how to de-risk hiring.

6 ways for startup scalability: ✅Move to the next round of funding Invest in technology ✅Deploy a new marketing strategy ✅Launch an associated product and service ✅Reflect on Current Processes ✅Consider Hiring experienced management ✅Make the startup run without you