Warren Beazley (FIRP)’s Post

⏰ 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

Busy old start to the week for the Isotope network. Themes this week so far are ⬇️ Hiring 🤼 I don't know what's in the water in 2024 but hiring seems to be on the lips for so many of our clients since the turn of the year. We've got 6 clients welcoming new hires into their agencies this week. & these range from startups that opened their doors at the start of 2023 & those that opened their doors way back in 2014 - showing there's always merit in paddling your own canoe when it comes to growing your agency. Momentum 🌊 The first 0-9 months of your startup journey are tough; restrictions, new norms, cash flow are but some of the challenges you face when venturing out into your own agency - oh & you've also got to start getting your head around the additional obligations you now have as a business owner. I know it sounds cliche but we had SO many positive conversations with our clients who are in that 0-9 month window last week; all of whom are now reaping the rewards of some hard startup months. You'll always remember your first 🫱🏻🫲🏻 Simply put - a client whos agency we kickstarted the launch of back at the start of Feb-24, has made their first placement (invoiced this morning). Business strategy meetings 📈 Usually becoming prevalent between months 6-18, we have our first business strategy meetings with clients this coming week. They're always great opportunities to sit down together & build upon the countless communications them & the team have had since starting out together. Yes emails are great, phone calls are powerful & TEAMs call over dodgy wifi can serve a purpose but those face-to-face meetings can't be beaten. Agree? New client launches 🚀 Some really interesting new client conversations this week; all of which have been (quite literally) years in the making - we're sitting down with a couple of recruiters this week (across engineering, IT, med-devices, education & more) who are all feeling like this is the right time for them to kick start the launch of their own agencies. If I didn't think alliteration was corny & I didn't think Basketball was a less exciting version of Netball, I'd call it March Madness. #recruitmentstartup #recruitmentinvestment #recruitmentbusinesssupport #recruitmentbusinesssetup #businesstips #recruitmentstartuptips

⏰ 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

I'm hearing of MORE companies over-complicating their hiring process... seriously, stop wasting everyone's time with needing to meet with so many people. simplify the process, know what you're looking for ... just finished helping 3 different startups hire people from entry level up to VP... no more than 3 rounds, and most were done in 2. most people involved was 5... why include more. seriously. stop the insanity. stop wasting time. -_-------- ps. I'm NOT a recruiter. just an executive tired of bad processes.

Why is finding the right first hires still a problem for new founders? Glad you asked. Here's my take: 1. Founders often hire based on skills alone, neglecting cultural fit. You need rockstars who align with your vision, not just technical wizards. 2. The temptation to hire friends or family is real. But nepotism rarely builds a dream team. You need people who challenge you, not yes-men. 3. Many founders rush the process, desperate to fill roles. Patience is key. A bad hire can set you back months or even sink the ship. 4. New founders often underestimate the importance of diversity in thought and background. Echo chambers kill innovation. 5. There's a tendency to overlook soft skills. In early-stage startups, adaptability and resilience are just as crucial as technical chops. The solution? Slow down. Define your company values first. Then, look for people who embody those values AND have the skills you need. Interview extensively. Give candidates real problems to solve. Watch how they think, not just what they know. And remember, your first hires will shape your company culture for years to come. Choose wisely. Agree or disagree? What's been your experience with early hires? Let's discuss!

20+ startups reach out to Cam Farmer every week to work together, while most recruiters struggle to find 5 every month. Cam wasn’t exactly looking for a platform like Paraform, but when it popped up during his sourcing on LinkedIn, he was intrigued by the logo. “I clicked, and then I was hooked.” “The Paraform team reached out to me within 20 minutes after I applied. That level of responsiveness? Unheard of." Speed (coming from both our team 🥹 and hiring managers) is one of the things I hear repeatedly when recruiters tell us what they love about Paraform. “The transparency and feedback loops between me and hiring managers have been a game-changer. If I was working independently, I’d be waiting ages for feedback. Here, I get it within a day.” Paraform's become a part of his daily routine, keeping him stocked with top tier US companies he wouldn't otherwise have easy access to. “When I look at the clients Paraform is bringing in—companies like Palantir and Ramp—I know this is just the beginning, there’s a touch of magic 🪄 happening here.” Learn more about Cam and how he’s growing his agency on Paraform from the link in the comments. 👇

You wouldn't believe the flood of DMs hitting my inbox lately. Everyone's asking about this title I dropped: "Founder's Associate." Sounds fun, right? But, man, I got over 50 people scratching their heads asking, "So, what the heck does that even mean?" Not gonna lie, I saw this coming. This gig, "Founder's Associate," it's a new trend popping off, especially in Germany. Germany's startups are leading the charge on this one. Over in the US, it's crickets—LinkedIn's got nada. The UK's catching on, trailing right behind Germany, but still, it's a rare breed. So, what's the deal with this role? Is it just a glorified PA? A founder's mind clone? A problem hunter? Or is it like that classic football No. 10, weaving through, setting up the play? Maybe it's just an extra set of eyeballs on everything. Here's the lowdown: it's a bit of all that. Depends on what the founder and the business are asking for. I'm gonna dive deeper into this "Founder's Associate" maze, spill the beans for everyone involved: For the recruiters trying to decode this title on a resume, Investors peeping for signs of a solid founder, Hiring managers gauging what vibe this candidate brings, And the team members, figuring out how to deal with this new player. Mark my words, we're gonna see this title blowing up. And you wanna be in the know. In a nutshell, it is about helping the founder and the business anyway it's needed. Wearing as many hats as needed. It's about agility and flexibility, filling the cracks, tackling not just the critical missions but also those "Important, not urgent" and "Urgent, not important" tasks. The one thing you specialize over the time is context switching. But hey, remember, no two "Founder's Associate" gigs are identical. Every company's got its own flavor, its own rhythm. And let me tell you, it's a blast. #foundersassociate #fa #career

The worst mindset I've ever had: (working in a small startup) I'll explain. In my past roles, I had my daily routines. Typically my morning would start with a standup, followed by mid-day check-ins and an EOD meeting - all of which had tasks to be completed between them. My tasks would align with my role - marketing projects if I was on the marketing team, sales tasks if I was on the sales team, etc. I only focused on my designated tasks, without responsibilities for running multiple departments or spearheading initiatives company-wide. While it took pressure off my chest, I wanted to do more. I had more ideas I wanted to pursue. So, I joined Supernova, where I had breathing room to try different things and put my own spin on projects while soaking up knowledge. Sounds great, right? Wrong. In my first few weeks, I tried to do everything. Crafting outbound sequences from scratch, to attending countless online networking events & seminars, and even dedicating significant time to launching our first newsletter. You name it. Anything a startup would try to get their hands on is what I did. I developed lots of skills. But the overwhelming feeling of trying to do it all at once took over. Now, I measure each project I wanna tackle with the level of priority they require. I've even begun seeking outsourced help with some of my projects. This allows me to leverage the skills I'm good at and focus on that. It keeps my job fun, interesting and fulfilling. If you're overwhelmed, take whatever you're working so tirelessly on, one day/step/whatever you want to call it...at a time. #StartUpLife #Itrecruiting #SmallBusiness #CareerLessons

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 😎

Do you want to find out how to create a career edge as a generalist in the startup world? 🧐 Join us at Young Operators vol.3 event! Date: March 26 Place: Imaguru Startup HUB Come and hear a speech from our special guest - Karolina Gronek, about: 1️⃣ Career overview with examples of specific projects Karolina has been involved in. 2️⃣ The shifting needs of startups at different stages and how a generalist fits in (from pre-seed to scale-up environments - Epinote, Kryptonim/Daftcode, Zowie, RTB House). 3️⃣ Building a generalist skill set + identifying and utilizing career leverage points. 4️⃣ Navigating career transitions as a generalist. After Karolina’s presentation, there will be time for networking, don’t worry :) Interested in attending? Fill out the sign-up form below 👇 https://lnkd.in/d2nf7hxk P.S. Limited seats available 🤗 CC: Ilya 🚀Kris