Nicole DeTommaso’s Post

Have a clear goal beyond creating a company you like. In this interview, I chat with Maxim Rotaru, founder of a digital product studio Webamboos. Maxim shares ▶ insights on how he landed his first client ▶ how he hired his first employee (funny interview process) ▶ a mistake he made early on - not having a clear goal beyond creating a company he liked If you're looking to develop a tech product or start a company, this interview offers some great lessons on building a strong foundation. Check it out! Ep. 98 of Innovators Can Laugh #startuplife #EuropeStartups #startuppodcast https://lnkd.in/dSk4XSN3

After this week, I'll have 4 (maybe 5) interviews recorded for the Exit Interview podcast that got so much love on here before. Theres still post production editing that needs to happen but I'm super happy with how these first conversations have ended up. About 1-1.5 hrs each. I believe these will be the best pieces of content I've put out yet with a ton of value, insight and entertainment. I'm looking forward to sharing with you all. Tag anyone you think would be great for an interview. Must have either sold, or shut down their company in the past. I have some big names I'll be hustling to get on in the future too 😈 So whats Exit Interview? It's where I interview Founders, entrepreneurs, & executives to learn why they shut down their company, or how they had a successful exit. Each episode dives into the difficult decisions, emotions, lessons and more that surround both success and failure. Exit Interview puts you inside the mind of incredible entrepreneurs and opens the door to what can truly make or break your business by diving into stories, lessons, and memories that are uncomfortable yet powerful. 

While it might be tempting to fill your proverbial 'James Collins bus' with friends and folks from your network when you're building your startup. But doing so could be a big mistake down the road. Many founders who have undertaken the challenge of growing their ranks agree that it's hard to compete for top talent. Too often, the workload is bigger than the salary and security that more established companies can offer. What to do? In this episode of the Extraordinary Pursuits podcast from BIP Ventures, Renata Mathison of aquesst explains how to do the upfront work as you prepare to hire. Doing so sets you up to balance speed and accuracy in the interview process. For small teams, the prep work can go a long way to identifying high-potential candidates and being ready to offer them a role if they're a fit. It might be the best competitive advantage you have. Interview smart and strategically. 🎧 https://lnkd.in/eFPWAKsD

"Talent Above All Else" I listened to a really good episode of the Founders Podcast over the weekend about Brad Jacobs (a career CEO & Entrepreneur who's scaled 7 Billion-Dollar+ companies)... "For Brad, the most important task that a CEO does is to recruit great people. Hiring for him is so important that he'd rather have an empty seat in his business rather than rush into what might be a hiring mistake. For Brad, a small team of "A" players can run circles around a large team of "B" and "C" players. Don't be afraid to take the time to build your team with "A" players. To find these "A" players Brad first screens for superior intelligence, he says that this eliminates 90% of candidates. - Brad believes there is no substitute for high IQ. - Next, you are looking to avoid rigid thinkers who happen to be very smart, because these types of people are mired in their points of view and are unlikely to adapt. - And last, you hire for ambition. These ambitious folks have a burning desire to do great things and make a lot of money and they will find a way to do this in your business no matter what. And as good as these "A" players are, you will inevitably end up with some "B" players on your team, which is fine, but you just need to keep a close eye on the "B" players because they are more likely to hire a "C" player and lower your bar for excellence. Welcome the "Bs" but don't let them welcome the "Cs." And to close this article, let's take a look at how Brad identifies "A", "B" and "C" players. For this, he will take the person in question and pretend they are coming into his office and quitting. If you think you were going to fire them eventually in reaction to this imagined quitting, this is a "C" player. If you would have the feeling that this sucks and that we need to hire a replacement, but we will figure it out, that's a "B" player. And if you have a dialogue of panic, that’s an "A" player." I'm sure this will resonate with a lot people leaders in the Tech Space at the moment in what's quite a strange / imbalanced job market. #techtalent #techcareers #ceo

On this episode of Semilla.VC, the podcast highlighting the most exciting and revolutionary figures in Latin American Venture Capital, Tech, and Society, Trip Gorman spoke with the brilliant Javier Sánchez Aldana, Managing Partner at CARABELA, based in Guadalajara, Mexico. In this episode, we discussed: ✅ Why some founders try to solve too many problems at once. ✅ What is happening in Guadalajara’s venture capital and tech scene. ✅ Why Javier is betting on underrepresented founders. We talked about all this and more in this episode of Semilla.VC! Watch now! https://lnkd.in/eAzZAzTA

In a startup, you will have endless things to work on. The critical question is, “What’s important now?” This applies to everyone in the company. That said, the higher up you go? Decision-making and resource allocation become a significant part of your job. One of the biggest decisions you’ll make is deciding what problems to focus on. My guest, Dan Manges, said it best… "You just have to have really great discretion around what can wait and what needs to be in place right away. I think that judgment is one of the most important things to look for in people, and I find that it's usually under-emphasized in terms of interviewing and hiring.” Dan talked about catching himself from working on future problems. The reality is you only have a finite amount of time and resources… And they need to be focused on the most essential items.  I thought it was excellent advice for anyone in a high-growth company. Figure out what problems are essential to solve now, and start knocking them out.   Listen to the full episode here! https://lnkd.in/ePQUcZM5

In the last few years, I have had the pleasure of recruiting for some absolutely incredible Founders & Business Leaders. I mean, true pioneers - real special people, doing extraordinary things. And I have noticed something. They do not flex on requirements. They will interview and interview and interview. Until they find the perfect person. This is different from the trends we see now which focus on Skills-Based-Hiring and hiring for potential. Things which, in principle, I am absolutely for, by the way! Hiring in that manner opens up opportunities for a more diverse range of talent. But yesterday, listening to an Alex Hormozi podcast, where he mentioned that the Founder of Skool literally interviewed 600 people to find his developer, cemented this hiring principles paradox. I could relate to it because I have seen it from people I am inspired by and, in some ways, in awe of in terms of what they build and how they think. They certainly will not hire for potential. They want somebody who has been there and done it to the highest level. I don't know what's wrong or right, just an observation. Thoughts? #skillsbasedhiring #inspiration #hiring

Episode 211 🎙 How to Successfully Launch On Your Own If you've ever thought of launching on your own but have no idea how or where to start, this episode is for you! Joining Lysha Holmes 🚀 this week are two extraordinary guests well regarded in the recruitment industry - Lindsay Hartland, Founder of Hanison Green Ltd and Greg Elton, Founder of Day-2 Who together in 2023 formed Recruitment Founders Club, a community of start up founders with a shared set of values During this incredible episode we cover everything you’d want to know: 🔹 What is Recruitment Founders Club 🔹 Who should think about setting up on their own and who should not! 🔹 What are the legal considerations and mechanics to take on board Links to listen in full are in the comments ⬇ Huge thanks as always to our amazing sponsor Paiger (who get a special mention this week) And to our wonderful partners Inclusion Crowd and Needi We’ve a big announcement coming soon about our next live show and the clue is, these two may be involved 🤫 What would you add to their advice if you’ve launched on your own? #recruitment #recruitmentindustry #recruiters #rec2rec #founders #investing

Preparing for an interview? Looking for BD opportunities? At The Mullings Group we have a process we follow that makes us subject matter experts within the #Medtech space. We call it, "The Four Pillars," and we are constantly iterating and studying them for every market and company we come across. 1.) Market - size of addressable market in $, number of companies in that market, barriers to entry, investment dollars coming in, acquisition and IPO activity. 2.) Technology - Is there a need? Is it manufacturable / scaleable? Does it solve a problem currently facing the market it is in? 3.) Company Mission - what is the mission / vision of the company? Do we have an aligned worldview? Do we value the same things? 4.) Leadership - "who will I become?", has the leadership had a successful track record (bringing products to market, getting companies acquired, taking companies public), is there a person here that I can identify as a mentor and truly learn from to set me up for my next role down range? In this episode of "The R&D Podcast🎙️" Ryan Blasko and I discuss The Four Pillars and how you can use them to put your best foot forward during any type of evaluation process. #interviewing #interviewpreparation #careeradvice The Mullings Group

Talking start-ups in the light therapy industry with Alex Fergus! 🎦 Check out the podcast below 👇 if you want to hear how Neuronic began, how our device works, the future of the company, and much more... #lighttherapy #startup #technology #brainhealth