Tony Restell’s Post

How is the market for senior executive hires in the US right now? Plus, what can your company do to improve the chances of making the game-changer hires you would like to make? Watch below to get the thoughts of Anu Parthasarathy, interviewed here by Tony Restell of Social-Hire.com

TA Leaders are burning out at an alarming rate - What if you could do it all without doing it all yourself?  🤔 As the leader of the TA team, you’re responsible for SO MANY things. Here are just a few examples: 👥 Leading your team 💻 Recruiting for roles 💼 Managing stakeholders 🛠️ Maintaining your tech stack 📋 Building and enforcing processes 🌟 Creating your employer brand 🎓 Training your team and interviewers 📊 Keeping a pulse on performance through data We’ve spoken with hundreds of Talent Leaders over the years, and they all have one thing in common: they’re struggling to do it all while also having a life outside of work. 🏖️ What if I told you that you could offload half of those responsibilities without adding any headcount? That’s exactly why Robert and I started our business — to support Recruiting Operations in a fractional capacity. Most startups don’t need a full-time 40-hour RecOps person, but not having that support is painful. What if you could pay only for what you need and get back time in your day for the things that matter most? 🕒 Now, I know what you’re thinking: "Right, Brandon, sounds nice but I have no budget." 💸 Good news: it’s budget planning season, and like every business unit, you need to prove your business case. RecOps is the key to keeping your Talent Acquisition team efficient as you scale. If managing recruiting processes, tools, and data is becoming overwhelming, it’s a clear sign you need RecOps support to grow without burning out. Ready to reclaim your time and take your TA function to the next level? 👉 DM me to learn how we can support your team in a fractional capacity. #TalentAcquisition #RecruitingOps #StartupSupport #HRLeadership

Are you a leader who welcomes this? I remember the days when sending out a "Best Candidates of the Week" email to clients and potential clients worked wonders. A few years ago, we had a 40-60% hit rate with these emails, booking numerous interviews almost immediately. However, with the rise of internal recruitment teams, these interactions with hiring managers have become more challenging. As a leader, do you welcome this approach and are you the decision-maker on recruitment? We’d love to hear your thoughts and see how we might adapt this strategy to fit your needs. At Recruit Year, we aim to build long-term relationships and networks within the industry, not just seek immediate business. Let’s connect and explore potential collaboration opportunities down the line. Looking forward to your insights! #recruiting #talent #Leadership #Recruitment #AI #CareerAdvice #global #innovation #management #technology #creativity #futurism #startups

Recruiting Top Talent: The Foundation of Growth Is Hiring the Right People at the Bottom of Your Priority List? As business owners, it’s easy to get caught up in the daily grind and push hiring off until you’re absolutely drowning in work. But this reactive approach leads to poor hiring decisions and stifles your growth. Hiring strategically is not something you should delay—it's the foundation for scaling your business efficiently. Key Points: • Time & Budget Constraints: Often, hiring is postponed because owners feel they don’t have the budget or time to find the right candidate. • The Importance of Fit: Rushing the process when you’re desperate leads to bad hires, which can be costly both financially and culturally. • Build Capacity: The right talent will not only help handle your current workload but also open doors for future growth. Common Myth: Myth: "I can just do it all myself for now, and hire later when I have more revenue." Truth: Trying to do everything yourself often slows growth and leads to burnout. Hiring the right people early on is an investment that enables faster, more sustainable growth. Action Step: Start small by identifying the key roles you need in the next 6-12 months and carve out time for interviews. Even just one hour a week dedicated to recruiting can make a huge difference. 📞 Need help planning your hiring strategy? Let’s chat! Book a free discovery call to discuss how you can hire strategically and grow your team: Visit this link to schedule: https://lnkd.in/dN78BvcQ. #Hiring #BusinessGrowth #Leadership #Entrepreneurship #ScalingUp

Couldn't agree more, Brandon! We've seen firsthand how much pressure TA Leaders face trying to manage everything themselves. That's exactly why we designed our approach to be flexible and results-driven, allowing leaders to scale effectively WITHOUT compromising their personal well-being. If you're thinking about how to make a strong business case for RecOps this budget season, feel free to reach out — we're happy to help you build one that aligns with your specific needs. 2025 can be the year you achieve more by doing less! 💪 #TalentAcquisition #Recruiting #HRLeadership #PeopleOps #BudgetPlanning

The companies that will perform the best this year will be the ones who have strong and consistent hiring plans. Hiring the right talent is one of the most important factors when scaling a company, so what are these companies doing to ensure they are hiring better than their competitors? ✅ Have a short term and long term goal for growth and lay the groundwork early for future hires. ✅ Have succession plans for if / when key figures in the business leave. The cost of having a high-performing Sales person out of post for 2 - 3 months can be huge to a growing business. ✅ Bring the right people in at the right time and provide adequate time for training and development. ❌ Don't ego hire, just because you have hit target for 3 months doesn't mean you need to make rash decisions when it comes to growing your team. This is quite common in scale-ups when they are trying to grow the business quickly but end up hiring the wrong talent, leading to a hiring and firing culture.

For CEOs and business leaders, hiring delays aren’t just a bottleneck—they’re a business risk. A study by a reputed research company reveals that 69% of corporations in the United States struggle to find top talent. One of the contributing factors is a delayed recruitment process. Consider the story of Sarah, a CEO of a fast-growing tech startup. Each time a key hire was needed, she and her team would meticulously review and re-review candidates, holding out for an elusive ideal. But while they deliberated, competitors moved fast. Candidates lost interest, projects were delayed, and the company found itself falling behind—paying the price for every missed opportunity. Hiring top talent is one of the smartest investments a company can make. But when leaders hesitate—delaying feedback, extending interview processes, or waiting for the “perfect” candidate—the costs add up fast. Acting decisively and prioritizing timely hiring decisions ensures your organization stays ahead, builds stronger teams. For CEOs and business leaders, don’t let slow decisions cost your company its competitive edge.

A common misstep I've seen and experienced myself goes like this: 1. A company secures a few million in funding. 2. VCs advise tripling the headcount within 12 months to secure the next round of funding. This could mean expanding from 15 to 80 employees. 3. Inexperienced founders, lacking knowledge about recruiting and without any HR infrastructure or recruiters, are at a loss. 4. Despite this, they proceed with the expansion in hopes of securing more funding. 5. The company's headcount grows by 40 or more, hiring anyone interested. 6. Amidst this rapid expansion, there's no time to assess if these new hires are actually beneficial to the company, or more importantly, if they fit the company culture. 7. The concept of a trial period is overlooked. 8. The company ends up filled with individuals who lack the necessary skills or cultural alignment, and it's too late for smooth exits as trial periods have passed. 9. The company is left grappling with these challenges. This scenario underscores the importance of thoughtful hiring and aligning growth with the company's core values and capabilities. Don't make the same mistake!

My clients are always on the hunt for that elusive unicorn or 'purple squirrel' in their next executive hire. But is that really the way to go? Clearly, among our clients, the jury is out. Is it really about finding an executive who is an exact fit for the job right now, or would your organization be better served by recognizing that high performers thrive on learning and growth? If the latter is the case, hire the horse and let them innovate, lean into the organization, and contribute to success in more meaningful and sometimes uncharted ways. Food for thought: sometimes it's worth taking a chance on an 'imperfect' candidate with ambition and potential. It could be the key to success for both the individual and the company. #executives #hiringstrategy #strategy #highperformers #diversity #talent

You won’t succeed in life, business or in recruiting high performers without this critical activity. Scientists have labs to explore the possibilities of a break-through solution. It’s no different in talent acquisition. We need to test things out by 👉 Experimentation & Iteration You need both. Experimenting without a goal in mind is a waste of time. You can’t build on nothing, experimentation provides that something. The recruiting space is a dynamic environment that requires experimentation and iteration like never before. Looking for a recruiting partner that can help you do this and help build high performance teams and organizations? Look no further than Rapido Talent 👊😎 ☑️ Follow me for tips on hiring #experimentation #iteration #talentacquisition #hirethebest