Warren Beazley (FIRP)’s Post

🔹 “How can we possibly compete with Big Tech for talent?” 🔹 If you’re an early-stage founder asking this, let me tell you—you’re looking at it the wrong way. After 10+ years scaling startups and driving tech recruiting, I’ve learned this truth: Success doesn’t come from competing with Big Tech. It comes from attracting the right talent for your stage. Here’s how early-stage recruiting truly works: 1️⃣ Authenticity is Magnetic Don’t sugar coat. Share your wins and struggles. Let candidates see the real challenges they’ll solve and the growth potential they’ll unlock by joining you. 2️⃣ Look for Impact Hunters, Not Stability Seekers Big Tech draws those who seek stability. But startups need builders—people who crave: - Building from the ground up - Ownership of entire problem spaces - Seeing their decisions shape the company These are the candidates who trade certainty for impact. 3️⃣ Leverage Your Size as a Superpower Turn what seems like a “weakness” into an asset: - No bureaucracy? Rapid decision-making - Small team? Direct access to leadership - Limited resources? Creative problem-solving - Unclear paths? A chance to create new ones 4️⃣ Sell the Vision, Not Just the Role Show candidates where you’re headed. Talk about your growth trajectory, recent wins, and specific plans for the next 12-18 months. Make them want to be part of the journey. 5️⃣ Target the Right Talent Seek out those with startup grit—the ones who thrive in uncertainty, have taken risks, and hate bureaucracy. These are the people who can handle the ride. Remember: Candidates who only want Big Tech perks and stability aren’t your target. You want the builders and risk-takers who see chaos as an opportunity. What unique qualities about your startup have helped you attract top talent? Let’s share and inspire! #StartupRecruiting #TechHiring #ScalingStartups #HiringTips

Startup Founders: Are you hiring wrong? Let’s face it: too many startups prioritise 𝘀𝗽𝗲𝗲𝗱 𝗼𝘃𝗲𝗿 𝘀𝘂𝗯𝘀𝘁𝗮𝗻𝗰𝗲 when it comes to hiring. You might think the more applications you receive, the better your chances of finding the right fit. Or perhaps you’re rushing to fill positions to meet immediate demands. Here’s the reality: 𝗾𝘂𝗮𝗻𝘁𝗶𝘁𝘆 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗲𝗾𝘂𝗮𝗹 𝗾𝘂𝗮𝗹𝗶𝘁𝘆. The true success of your startup doesn’t come from quick hires or stacking resumes. It comes from building a team that aligns with your mission, shares your values, and is ready to grow with you for the long haul. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 isn’t a buzzword—it’s your competitive edge. Teams that fit well together thrive, innovate, and stay longer, saving you from costly turnovers and boosting your long-term growth. It’s time to tune out the noise. Stop chasing numbers and start focusing on strategic hiring. Are you ready to build a team that drives your startup’s success? Let’s make it happen. 💼 #startup #recruitment #hiringstrategy #growth #strategiclaunch

Steve Jobs was right: your first few hires will make or break your company. I've helped 1,200 startups hire talent and my #1 piece of advice is:  Hire mission-driven generalists who can execute!  Every single startup is on a mission. You need people on the same mission as you. Hiring adaptable generalists is a much better strategy early on. Startups are fickle — roles and even the goal of the company may change. You need people who can perform several roles and adapt well to the inevitable changes that will occur. Experience is good, but veterans can sometimes be too slow and strategy-driven. Focus on hiring candidates who are doers. You have to get comfortable turning away extremely skilled candidates who seem like a bad fit. Skills are important, but they're meaningless without a mission. Your first few hires make or break your startup. Make sure your hires are on the same mission as you! 

Sharing some insights and experiences from my journey in early-stage hiring over at The Hiring Corner. I'm committed to guiding founders through four crucial pillars—prepare, align, engage, and cultivate—to attract top-tier talent essential for scaling from seed funding to Series A and beyond, with a focus on prioritising hiring excellence to avoid costly missteps in the short and long term. Take a look and share your thoughts!

A #talentpartner who can amplify your Startup’s worth - and appeal - is invaluable! Reason - the biggest growth hurdle for startup success isn’t (a lack of) funding! It’s the cost and the challenge of FINDING THE DREAM TEAM! And loads of founders struggle with this.... Everything from business context, growth outlook and the actual hiring experience matter, and top professionals are evaluating all these, and the founders. Sometimes, it's the right chemistry and finding the right fit. At Maroon Oak, we are the trusted connectors between #startups and candidates, and we bring strong networks and relationships! Whether you’re growing your team or a VC hiring for portfolio companies, we can help. Connect with us for your hiring needs or an info session to how to attract the best hires! > Pooja Krishna, Aditi Bhargava Tandon #hirewithus

Clearing the Hurdles of Growth: Why Startups Need the Right Talent And How Staffing Partners Can Help Scaling a startup is like running a hurdle race. Every leap forward comes with challenges, and sometimes, you stumble. What matters most is how quickly you get back up—and who’s there to help you cross the finish line. 🏁 For equity-backed tech startups, the challenge isn’t just hiring talent—it’s hiring the right talent at the right time. With the right team in place, even the biggest obstacles become opportunities to accelerate. 💡This is where staffing partners step in. 📊 Talent Pipeline Scalability When you’re growing fast, you don’t have time to waste. Staffing partners provide pre-vetted candidates quickly, so you can scale after funding rounds or recover from losing key team members. 🕵️ Market Intelligence It’s not just about hiring—it’s about attracting. Recruiters know what top candidates want and help you craft offers that stand out without breaking the bank. 💰Reducing Opportunity Cost Every day spent searching for talent is a day lost to growth. Staffing agencies shorten hiring cycles by finding candidates faster and cheaper than doing it in-house, saving you time and money. 🧭 Flexibility with Contract Talent Hiring doesn’t have to mean long-term commitments. Staffing agencies provide contract talent when you need it most—whether it’s for a product launch, short-term project, or filling gaps in your team. This flexibility keeps you agile and reduces overhead. ⛨ Future-Proofing Teams It’s not just about today’s needs. Great recruiters help you find people who can grow with your company and adapt to new challenges as they come. Every startup faces hurdles—it’s part of the race. But with the right talent strategy, you can recover faster, accelerate growth, and cross the finish line ahead of the competition. Have you faced hurdles in hiring? Or seen the power of flexible teams in action? I’m Orlando, a partner with KBOtek. I specialize in helping tech companies build resilient teams that turn challenges into opportunities. Let’s talk about how the right talent can help you win the race. #ScalingStartups #TechRecruitment #TalentAcquisition #OpportunityCost #GrowthStrategy #ContractTalent #StaffingSolutions #KBOtek #FutureProofTeams #LinkedInCommunity

📣To all Founders, don’t dive into hiring for your early-stage startup……before you’re truly prepared! I see this time and time again. Early stage hiring and the people you bring into your business can make or break it! Before embarking on the hiring journey, it’s crucial to reach a certain level of readiness. Here are some essential prerequisites: 1. Understanding the Hiring Culture: Building a successful team starts with a strong foundation: - Invest time and energy in defining your company culture. - Communicate your vision and values clearly to attract the right talent. - Be patient; finding the perfect match takes time, but a well-executed hiring strategy pays off in the long run. 2. Internal Team Alignment: Even in a small team, successful hiring requires: The active involvement of the founder and core team members. - Close collaboration between all team members, even if roles overlap. - A shared vision: hiring should align with your long-term business goals and culture. 3. Addressing Vital Business Needs: Your hiring proposition should be clear and solve critical business challenges. To attract top talent: - Identify your key business pain points. - Position your roles as solutions to these challenges. - Clearly define how new hires will contribute to the company’s success and growth. 4. Building Trust with Potential Hires: Without a fully proven product, it's crucial to build trust with candidates. Ensure that: - You communicate your vision and roadmap clearly. - You share any early traction or success stories to build credibility. - You position your startup as a place where their skills can make a real impact. 5. Building an Employer Brand: - Have a clear positioning on your website and social media. - Maintain a positive reputation in your industry ecosystem. - Make prospective employees excited to be part of your brand. Anything else you can think about? These key points are essential for a successful hiring strategy. By applying these tips, you maximize your chances of building a strong, dynamic team and achieving long-term growth. Looking for more hiring tips before you start? 🤔 #Hiring #Startup #BusinessGrowth #Innovation #RecruitmentStrategy ------------------------------------------------------------------------------------ 👋🏻 Hi, I’m Johanna, founder of The Hiring Corner, a specialized recruitment boutique committed to guiding startups and small businesses through the intricacies of hiring with an emphasis on building an efficient and cost-effective recruitment process. Our comprehensive resources and services empower you to craft effective hiring strategies and attract top-tier talent. ⭐️ My mission: To empower you to build a strong recruitment function and lead key searches, with no training wheels 🚲 needed, so you can launch your business confidently! 🔔 Every week, I share insights on recruitment and early stage start-up hiring. Follow me to stay updated! www.thehiringcorner.co.uk

Why Every Hour Spent on Recruiting Could Be Costing Your Tech Startup 🧐 If you’re running a tech startup, you already know that time isn’t just money, it’s your most valuable asset ⏰. Every hour you spend sifting through resumes or scheduling interviews is an hour you aren’t innovating, pitching investors, or building your product. Hiring the right talent fuels growth. Wasting time on inefficient recruiting slows you down. Think about it: 💡 💁🏼♀️Time Lost = Opportunity Cost: Hours you spend recruiting could be spent refining your next game-changing product. 💁🏼♀️Hiring Delays = Lost Momentum: Empty seats mean stalled projects, overworked teams, and slower progress. 💁🏼♀️The Wrong Hire = Bigger Headaches: Every bad fit costs you money, morale, and more of your time. Here’s a stat that should get your attention: Startups that streamline their hiring process grow 30% faster than those that don’t. Why? Because efficient recruiting means you’re spending less time chasing candidates and more time doing what you do best growing your company 📈. So how do you make hiring smoother? ✅ Know your priorities 👉🏻Define roles and skills clearly. Don’t start recruiting without a game plan. ✅ Work smarter, not harder 👉🏻Use tools, networks, or outside experts to save you time and stress. ✅ Focus on long-term impact 👉🏻Hire people who add value today and will grow with your team. At the end of the day, speed and quality in recruiting don’t have to compete. You can save time and hire right. I’m curious, what’s the biggest hiring challenge for your startup right now? Drop a comment or send me a DM. Let’s talk about it. 🗨️ I’m Kaylan, managing partner at KBOtek, and I’m passionate about connecting hiring managers with the talent they need to grow quickly and efficiently. #Recruiting #HiringSolutions #StartupGrowth #TechStartups #TimeIsMoney #KBOtek #RecruitingEfficiency

🕳 "A hole is better than an a*** hole" is a phrase I picked up from a founder that had exited 2 companies & it really stuck with me. 🤔 The focus on hiring the right people into your company cannot be elevated enough. 🥵 We’ve all been there. Max capacity, missed revenue opportunities, stuff moving too slow to keep up pace. Must. Scale. Team. Quickly. 😬 Next thing you know, you’re actively interviewing, the feedback for the finalist is "ok", maybe you have doubts, but deep down you know something isn’t right. ❌ Saying “no hire” and suffering the capacity issue until you make the right hire is 100% better than a cultural catastrophe. Trust me. #hiring #startup #scaleup

Headhunting is as much an art as it is a science, but above all, it's about the highest level of integrity. I hear this often from my C-Suite candidates: "If it weren't for the way you presented the opportunity, I would have never been interested." And guess what? I don't exaggerate a single letter, let alone a word. In fact, I openly share every skeleton in the cupboard that I know of—100%, not 99%. But I also help them see the opportunity from a different angle, one they might not have considered before. Especially with tech startups! Many don't understand how to evaluate an opportunity with a mature tech startup. If you assess it the way you would a big corporate role—"I want a 20-25% increase in my current salary"—then the opportunity with a tech startup will seem like the most foolish choice of all. But if you look at the bigger picture—where you'll be in three years in a corporate world versus a tech startup—there’s simply no comparison. 1- "Don't ask what you're getting from the job, but ask who you're becoming." In a tech startup, you'll experience in one year what might take a decade in a big corporation. You're so close to the action, you get to see the results of your strategy and decisions in real-time. You become inherently valuable for life. 2- Empowerment: You make decisions—not just recommendations or suggestions, but real decisions. That’s what turns you into a true leader. 3- ESOP: Depending on the maturity of the organization, you could literally be a millionaire in 3-4 years. Meanwhile, your colleagues are still fighting for 10% annual increments and waiting for their bosses to step aside so they can move up. So next time a headhunter knocks on your door and mentions a tech startup, don’t just picture a tiny firm with 10-15 employees struggling to survive. Working in these mature and growing tech startups could be one of the most exciting times of your life. The cherry on top? There’s no room or time for politics! It’s go, go, go! #techstartup #techstartupSaudi #CxO #headhunting #hiring