Glints’ Post

Hiring is like DATING. Right? Wrong. In my chat with Jaedon Farrugia Founder and COO from the startup Subble, I learnt that even though hiring managers can be tempted to choose the BEST fit candidate from a shortlist, it is not necessarily the RIGHT fit. Hiring is NOT like dating. You don't choose someone for a partner who is best fit. You keep looking till you find the right person. The same should go with hiring. Thanks for the insights Jaedon. I enjoyed our chat. What's your best hiring tip? Let me know in the comments below. #founder #hiring #hire #recruitment #startup

🤔 I just don’t know where to look for them… This is typical sentence of the startup founder who just fundraised and is looking for new talents asap. I get it—the hiring process today feels way too old-fashioned. Job seekers spend hours filling out applications, hoping for a response, while companies drown in CVs that barely match 10% of their requirements. 😩 At Cross Path, we feel your struggle in finding that perfect fit for your startup, especially when it's your first 20 members. That’s why we're here to hook you up with the top 50 candidates ready to join your team! 🌟 Drop a comment below if you want access! Stop wasting time on the search when we can nail it for you 😉 We've got this covered better than anyone else! #recruitment #startupjourney #hiringprocess

One thing I probably hadn't fully appreciated until a start up founder mentioned it to me the other day was how we don't just add value at finding people. We also add value at the difficult rejection phase. ❌ If Founders interview lots of people and then make an offer, they still have x amount of people to reject whilst also trying to maintain growth momentum📈. When using a recruitment agency (if no one is in house) they have can leave this up to us, which in turn shouldn't negatively impact their brand by unintentional ghosting👻. #recruitment #hiring #startup

One thing I probably hadn't fully appreciated until a start up founder mentioned it to me the other day was how we don't just add value at finding people. We also add value at the difficult rejection phase. ❌ If Founders interview lots of people and then make an offer, they still have x amount of people to reject whilst also trying to maintain growth momentum (their day job)📈. When using a recruitment agency (if no one is in house) they have can leave this up to us, which in turn shouldn't negatively impact their brand by unintentional ghosting👻. #recruitment #hiring #startup

👋 A little introduction if we haven't connected in awhile. My name is Chris and I run Sourcing Sprints - a recruiting agency focused on helping founders find their first hires. I believe that top talent wants to hear from founders directly, not some random recruiter, so we don't speak with candidates. Instead, we do deep research to identify who a founder should be speaking with, and reach out to them from the founder's own email, helping founders setup 15 - 25 intro calls directly. The process works great and over the last year we've worked with over 20 founding teams. Most of our clients are venture backed founders hiring in the USA, but I and my team live in Lagos, Nigeria so the service is super affordable. We're booked for the next month with existing clients, but if you'd like to learn more, I'd love to share more over a call. More context at sourcingsprints.com or see our tips on hiring at https://lnkd.in/ew7XGgxH

STOP!✋ Before you even put pen to paper to create an advert or job spec for your new hire, make sure you know the answer to this question, warts and all: 👉“Why should a candidate leave their current role and join us?”👈 All the better if the answer brings tears to your eyes, or maybe some embarrassment, but make sure you can answer it consistently, openly and honestly. It’s down to a candidate to decide once they’ve heard your answer if your role is for them. Need help putting together your answer? Grab a 30 minute slot here: https://lnkd.in/eVu6VqpD #hiring #recruitment #techleadership #founders #startups

Making a startup successful is very difficult and one heck of a journey. With RaaStify, we get it – the startup life is all about the hustle, especially when it comes to finding the right folks for your team. Here are a few tips to help you navigate the recruitment maze: 🔄 Adaptable Recruitment Strategies: The startup scene is like a constantly changing game of chess. Stay nimble, be open to new ideas, and don't be afraid to shake things up a bit! 🔗 Building Networks and Alliances: It's all about who you know, right? Get out there, rub elbows with the movers and shakers, and watch those connections pay off big time. Networking events have been gamechanging. 💬 Transparent Communication: Keep it real! Honesty is the best policy, especially when it comes to chatting with potential hires in a market full of layoffs. 🌐 Tech-Driven Solutions: Our fancy-schmancy platform at Raastify is all about making your life easier. You can work with veteran recruiters who've hired for your favorite companies and have successfully navigated the hiring maze. If you're ready to take your recruitment game to the next level, shoot me a DM and let's make some magic happen. #StartupSuccess #RecruitmentBarriers #HiringStrategies #HRInnovation #DiversityInTech #RecruitmentSolutions

Why start-ups and early-stage businesses wouldn't use an external partner: 🚫 They know exactly what they want from their hire. ✏ They can write an excellent job ad. 📈 They'll have hundreds of applications and lots of time to CV and initial screen them. 🔎 They already have an extensive network and will definitely, 100%, fill the role from that. 💸 Why spend the money if they have all of the above and loads of time. Why start-ups and early-stage businesses should use an external partner: ✅ The profile can shift during the process once you've met some people, we can support and advise on the shift and take that to market. Quickly. ✅ A job description (thorough or not) is not a job ad and won't help attract the best talent. ✅ Hundreds of applications will take AGES to review and by the time you have, loads will be gone or not interested anymore due to poor candidate experience. ✅ Your network is always good to go to but remember you want culture add not just culture fit which you're likely to get from people you know already. ✅ A fee to a partner should be weighed up against the value of your time, in all likelihood you'll actually be saving money seeing a shortlist of prescreened candidates. Obviously there are LOADS more reasons but these highlight some of the value a great external partner can add. I'm happy to talk through all this with any founders and CEO's looking to hire or build out their hiring processes. #startuprecruitment #startup #startupchallenges #recruitmentfixer

To hire the best fractional executive for your startup, first define your needs and set clear objectives. Determine your budget and scope to understand what you can afford and what roles need filling. Begin your search for qualified candidates through professional networks, job boards, or agencies. Evaluate candidates thoroughly, focusing on relevant experience and cultural fit. Once hired, onboard them efficiently and monitor their performance regularly to ensure they meet your startup's goals. Ready to kickstart your business with top-tier experts by your side? Hire OpenGrowth's experts on demand to show you the ropes. Shoot us a message or comment below – we would love to chat! #fractionalexpert #opengrowth #expertondemand #budget #startup #evaluation #objective #hire #candidate

in 10 years working with start ups, I've learned this... As a Founder, you will find that hiring top talent is the most important and time consuming task and you will likely fail at it. It can be easy to try to save money and "do it all yourself" by relying on job adverts or recruitment platforms. You can then get so frustrated you end up paying extortionate fees to that recruitment agency that wouldn't stop hounding you. Only to get bitten when that candidate leaves because they weren't properly qualified for the unique challenges of startup life and you only get some of your money back. But there is another, new way. What if you could partner with a fellow start up positioned to understand the challenges of a startup and uniquely qualified to identify the best suited candidates for start up roles? At a low cost. And a guaranteed hire in 33 days. If you're a Founder committed to having the very best work with you and find your startup ready, new hire by this time next month, comment "INFO" or drop me a message.