Warren Beazley (FIRP)’s Post

CTOs and Tech Leaders come in all shapes and sizes. Some are great at creating MVPs. Some can present to shareholders with absolute authority. Some can dissect and improve a technical roadmap in the blink of an eye. Some are magnets for great technical staff, growing, retaining and leading teams with ease. Some could wipe the floor with those Dragons having secured and delivered on investor funding time after time. Some can do all of the above. Some can do one or two. And some are better than others. So when you say “we need a CTO”, be clear about these three things before entering the job market: 1. What is the expected, tangible outcome of this hire? 2. Why should someone leave where they work and join us? 3. What happens if we get the hire wrong? Until next time people. I’m Warren Beazley, #thectorecruiter. 🚀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 #ctos #techleadership #hiring #recruitment #executivesearch #headhunting

🌟 𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐫𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐢𝐳𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐚𝐫𝐭𝐮𝐩'𝐬 𝐭𝐞𝐚𝐦? 🚀 𝐋𝐞𝐭'𝐬 𝐭𝐚𝐥𝐤 𝐚𝐛𝐨𝐮𝐭 𝐦𝐚𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐚𝐫𝐭 𝐨𝐟 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐭𝐨𝐩 𝐭𝐚𝐥𝐞𝐧𝐭! 💼 Join me in exploring key strategies for attracting the best minds to your venture. From crafting compelling job postings to fostering a culture of innovation, we'll delve into what it takes to build a dream team. ✨ Key points to consider: 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲'𝐬 𝐮𝐧𝐢𝐪𝐮𝐞 𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐯𝐢𝐬𝐢𝐨𝐧. 𝐂𝐮𝐥𝐭𝐢𝐯𝐚𝐭𝐞 𝐚 𝐬𝐭𝐫𝐨𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫 𝐛𝐫𝐚𝐧𝐝 𝐭𝐡𝐚𝐭 𝐫𝐞𝐬𝐨𝐧𝐚𝐭𝐞𝐬 𝐰𝐢𝐭𝐡 𝐭𝐨𝐩 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬. 𝐔𝐭𝐢𝐥𝐢𝐳𝐞 𝐭𝐚𝐫𝐠𝐞𝐭𝐞𝐝 𝐨𝐮𝐭𝐫𝐞𝐚𝐜𝐡 𝐚𝐧𝐝 𝐧𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐭𝐨 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 𝐰𝐢𝐭𝐡 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐡𝐢𝐫𝐞𝐬. Let's ignite a discussion! What's your go-to strategy for attracting top talent to your startup? Share your insights below! 👇 #StartupLife #Recruitment #TalentAcquisition #Innovation #EmployerBranding #Networking #HRStrategy #Leadership #Entrepreneurship #BusinessGrowth

#CEOs and #Founders - want to improve your businesses hiring and staff retention record? You can start by taking a long look in the mirror. Although your company's brand is crucial for attracting talent, what about your personal brand as a CEO or Founder? It matters far more than you might think. As the face of your company, your online presence influences potential hires. When job seekers Google you or visit your LinkedIn profile, what story does it tell? Are you showcasing the passion driving your business, your leadership style, and your company culture? Investing in your personal brand isn't just about visibility, it's about attracting the right people who align with your mission and values. CEOs and Founders - agree? ☎️If you want any pointers grab 10 minutes with me here: 𝙝𝙩𝙩𝙥𝙨://𝙘𝙖𝙡𝙚𝙣𝙙𝙡𝙮.𝙘𝙤𝙢/𝙬𝙖𝙧𝙧𝙚𝙣𝙘𝙩𝙤𝙨𝙚𝙖𝙧𝙘𝙝/𝟭𝟬-𝙢𝙞𝙣𝙪𝙩𝙚-𝙙𝙞𝙨𝙘𝙤𝙫𝙚𝙧𝙮-𝙘𝙝𝙖𝙩 Until next time people. I’m Warren Beazley, #TheCTORecruiter 🚀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 #PersonalBrand #CEO #CompanyCulture #Leadership"

Ready, Set, Scale: Building Your Dream Team with Prospectivity Your business is booming! You've validated your concept, secured funding, and now it's time to scale. But how do you ensure you have the right talent in place to propel your growth? At Prospectivity, we understand the critical role staffing plays in taking your business to the next level. That's why we're here to help you with your "Ready, Set, Scale" journey. The Challenges of Scaling: 1. Finding Top Talent: A competitive job market makes it difficult to attract the best and brightest. 2. Building a Cohesive Team: Scaling quickly can lead to cultural disconnects and team fragmentation. 3. Defining Roles and Responsibilities: Clear structure is essential to ensure efficient operations during growth. Prospectivity: Your Scale-Up Staffing Partner: 1. Strategic Talent Acquisition: We identify and attract high-caliber individuals who align with your company culture and growth goals. 2. Scalable Hiring Solutions: Our tailored approach adapts to your specific needs, whether you need to fill a few key roles or build an entire team. 3. Onboarding and Integration: We ensure a smooth onboarding process to help new hires quickly become productive members of your team. Ready to Set the Stage for Growth? Don't let staffing roadblocks hinder your scaling ambitions. Prospectivity can help you build the dream team you need to achieve your business goals. Here are some additional tips for scaling your business: 1. Develop a Scalable Business Model: Ensure your processes and infrastructure can handle increased demand. 2. Invest in Technology: The right tools can streamline operations and improve efficiency. 3. Maintain a Strong Company Culture: As you grow, prioritize retaining your company culture and core values. Let's Discuss Your Scaling Needs! Connect with us on LinkedIn today to discuss your staffing needs and how Prospectivity can be your partner in building a team ready to scale your business to new heights. #scalingyourbusiness #staffingforgrowth #dreamteam #prospectivity #readysetscale P.S. Stay tuned for our next post where we'll share valuable tips for developing a scalable business model!

How do you know when that critical hire is a fit? Here is some pretty spectacular insight showing the real long-term impact the decision of hiring a CTO (or any leadership position) has on your organization and the questions you need to ask to qualify and find that needle in a haystack —the #MissionFit #APlayer #TopTalent. Now, it is phenomenal advice, but... I would add two more interview questions: What's your purpose? What are you doing to bring the value of your insight and expertise to the rest of the world?

Hiring Mastery for startups kicks off next week. Join us! 👉 https://lu.ma/na1gw1hb 💼 Hiring for a startup? Struggling with hair-on-fire hiring challenges? Join us for a webinar with talent leader Laura Frances Merin and simplify your toughest recruiting challenges! This is for you If you're nodding along to any of these challenges: 🔥 No budget 🔥 Too many candidates 🔥 Overwhelmed with building, no time for hiring 🔥 Tight deadlines, need the perfect hire yesterday 🔥 Can't compete with market salary 🔥 Culture and mission alignment is crucial Then this webinar is tailor-made for you! 🌟 Meet Laura Frances Merin: - Seasoned talent acquisition guru with 5 VC backed startups and scaleups under her belt. - Successfully navigated through 2 major exits and launched talent acquisition from ground zero. - Placed entry level through C-level and all variety of niche and technical roles. Fun fact: At Bolt, Laura hired 114 people as the sole recruiter and was commanded by the founders to go on a yoga retreat during a slight pause in the growth frenzy. 🚀 Schedule: 1. Session One: Lean hiring – Master the art of running a tight hiring process 2. Session Two: Ideal Candidate Profile – Learn to identify the perfect fit for your team 3. Session Three: Persuasion – Hone your skills to persuade candidates, leaders, and hiring managers 4. Session Four: Momentum – Keep up the pace and stay sane while doing it all Ready to conquer your hiring challenges? Reserve your spot now and level up your recruitment game with us!

Hiring for the Future: Building a Scalable Talent Pipeline for Startups & Scale-Ups   For startup and scale-up founders, hiring isn’t just about filling roles today - it's about preparing for tomorrow’s growth. A scalable talent pipeline can be the difference between smooth expansion and costly setbacks. Here’s some ideas worth considering for your talent strategy...   Hire for Versatility: Early-stage teams need people who can wear multiple hats. Look for candidates with broad skill sets who can grow into leadership roles as your company scales.   Prioritize Cultural Fit: Skills matter, but cultural fit is critical. Early hires shape your company culture - make sure they align with your vision and values for long-term success.   Build Relationships Early: Start networking before you need to hire. By cultivating relationships with potential candidates now, you’ll have a ready talent pool when a role opens up.   Invest in Employee Growth: Don’t just hire for today’s needs - develop the talent you already have. Offer mentorship and growth plans to foster internal promotions, reducing future hiring costs & time to onboard through improving retention and developing your current teams.   Anticipate Future Needs: Be proactive, not reactive. Identify the roles you’ll need 6-12 months from now and start building your network to avoid last-minute hiring pressure.   In summary, the right hires & pipelines today, set the foundations for the future.   How are you preparing your talent pipeline for future growth? 

Let’s talk: Sometimes, the best talent strategy feels like you’re going against the grain. After scaling multiple startups and building a consulting firm, here’s what I know: The most successful founders don’t always follow a perfect plan—they adapt, pivot, and make tough calls fast. Here’s the reality of hiring in a dynamic market: 💥 The Reality Check: Perfect plans rarely survive—markets shift, candidate expectations evolve, and new competition emerges when you least expect it. 🚀 Proven Pivots That Work: We’ve successfully switched from full-time to contractor models, reshaped comp packages mid-search, and even redefined target candidate profiles—all to stay agile and competitive. 🔄 Key Signs It’s Time to Pivot: Low pipeline? Offer acceptances dropping? Time-to-fill increasing? These are indicators it’s time to reevaluate your strategy. ⚡️ Tough Decisions That Drive Impact: Pausing non-critical roles, restructuring teams, bulking up sourcing support, and turning down good candidates who aren’t a perfect fit—these are the kinds of hard calls that can reshape your trajectory. 💡 The Success Formula: Be data-driven. Communicate constantly. Move fast. Document wins (and fails) and build flexibility into every process when things aren’t working right. The truth? The best startups don’t have perfect plans—they have the grit and agility to evolve. Your talent strategy should be as dynamic as your growth. What tough hiring calls have made the biggest impact at your company? Let’s dive in! #StartupRecruiting #StartupHiring #TalentStrategy #RecruitingTips #AgileHiring

𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐢𝐧𝐠 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐭𝐨 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐒𝐞𝐧𝐢𝐨𝐫 𝐓𝐞𝐜𝐡 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 The Private Equity world thrives on relationships and connections. It's an area where I've cultivated a sweet spot over the years, repeatedly demonstrating my ability to source the ideal Senior Tech Leader for portfolio companies - the first time, every time. I was extremely humbled recently when Scott, an exceptional US-based CTO, generously referred me in a three-way message exchange here on LinkedIn. His powerful endorsement underscored the value I bring to the table for PE firms seeking to inject world-class technical leadership into their investments on both sides of the pond. Scott’s intro note to the PE Firm simply said "Anthony: meet Warren. Warren is the best CTO recruiter in Europe and a great person. You two should chat." For US private equity firms looking to maximise value creation, having the right senior technical talent in place is critical. That's where my specialised expertise in conducting surgical CTO/CIO/CPO/VP & Head of Engineering searches pays dividends. I'd be delighted to discuss how my relationship-driven approach can streamline your path to finding that needle-in-a-haystack senior tech leader. The one who will supercharge your value creation initiatives from day one. Feel free to reach out to explore how we can join forces. Leveraging my sweet spot of cultivating relationships to benefit your portfolio. You can start by grabbing 15 minutes with me here: ☎️ 𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟱-𝗺𝗶𝗻𝘂𝘁𝗲-𝗶𝗻𝘁𝗿𝗼-𝗰𝗮𝗹𝗹 Until next time people. I’m Warren Beazley, #TheCTORecruiter 🚀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 #privateequity #PEbacked #pefirms #investorled #executivesearch #talent #techleadership #ctos

Happy Friday eve, friends! Part 2: Balancing Speed and Quality in Hiring Decisions In the fast-paced world of tech startups, hiring quickly can sometimes compromise the quality of your new team members. However, making rushed decisions can lead to costly mistakes and higher turnover rates. Refine and streamline your process using the steps below to differentiate you from the other tech startups competing for the same talent as you. Streamline Your Recruitment Process: Implement structured interviews and clear criteria to speed up decision-making without sacrificing thoroughness. A lot of times, the above includes partnering with an external talent partner like me to help speedup this process, as well as guide you through how it should work once you're able and need to do it on your own. Build a Talent Pipeline: Keep potential candidates engaged even when you're not actively hiring to shorten time-to-hire. The above is another place with an external talent partner can help you manage this process and keep the pipeline full so that quick hires can be made when they're needed. Prioritize Culture Fit: Ensure new hires align with your company values and culture, which can enhance long-term success and retention. The above is probably the most important of all three steps discussed here. A well-designed recruitment strategy allows for efficient hiring while maintaining the high standards necessary for your startup’s growth. If you struggle with any of the above, quit waiting and call me today! #Recruitment #HiringStrategy #TechTalent #StartupCulture #changemakers