Move

Startup CTOs we interview hundreds of software engineers a month, here's the top 5 questions we get asked we all know that compensation, benefits and remote working opportunities are king But what else do engineers want to know from you when they get into the process. Here they are: - What is the technical vision/Roadmap? - How can they evidence a clear PMF? - What's the engineering culture/values? - What are the growth and learning ops? - Can we give examples here you have displayed transparency in leadership and decision-making? Did I miss any? let me know 👇 ✌️

The 7 Sins of Talent Acquisition: 1. Having a vague job ads 2. Bombarding candidates with repetitive emails, phone calls, and LinkedIn messages 3. Requesting the same information from candidates multiple times across different teams 4. Ghosting candidates after interviews 5. Long idle times in the hiring process without updates 6. Sending generic post-interview feedback 7. Having hiring managers who go rogue in interviews You can recover from a few of these, but each time you commit a sin, it lingers in the minds of candidates. They remember it. What else do you think should be added to this list?

If I was a startup founder, here's how I'd avoid fighting for talent with big tech.... I've been in talent acquisition for nearly 18 years let me save you some bruises and avoid the fight completely Craft a super unique Employer Value Proposition (EVP) You won't outspend big tech but you're more agile than them. So tell folks. Your EVP is a statement that highlights why folks experiences with you will be different, more fun and better for them — Think where can we compete/where are we more agile. Build around that. here's a few ideas ... - Your mission - Growth and/or leadership opps - Equity - Flexibility/Balance - Experience/Culture - Learning Once you've done this invest in letting folks know through your employer brand. Pro tip .... start with your current team, why did they join? what do they get from being here? why do they stay? Don't over think, get to market and test. Good luck.

People leaders in tech what's the hidden costs of slow hiring 🤔 Just closed a big deal or secured VC funding? Great! Now you've got to scale your team and getting it right, and quickly, is critical. For HR leaders, the pressure to deliver new hires is mounting. Juggling operations and recruitment, while not losing momentum, is tough. C-Suite execs are focused on growth targets, but slow hiring can quietly derail your plans. Here's how: 🛑 Missed Opportunities: Delays in team building mean missed product launches, stalled innovation, and competitors moving ahead. 🛑 Burned-Out Teams: Unfilled roles burden existing staff, causing frustration, burnout, and eventual turnover. 🛑 Decline in Quality: Rushing hires or settling for subpar talent costs more in the long run. At Move, we face these challenges with nearly every client. Fast growth outpaces your ability to hire, leading to delayed projects and low morale. The solution? Hire smarter, not just faster. 🤘 Pro Tip: Streamline hiring early. Build talent pipelines, invest in recruitment partnerships, and avoid rushing. How do you balance rapid scaling with quality hiring? What do you think let me know 👇

56 GTM roles filled. Average time-to-hire 4.3 weeks. Savings: 68% This technology company's recruitment team was at capacity, with a large number of commercial hires coming in.... So they took the step of implementing a plug-and-play embedded talent solution. The result? → A highly cost-effective hiring model that ran at 68% less than traditional agencies. → World-class hiring manager and candidate experience → A strategy agile enough to suit SoSafe's ever-evolving needs. The real story goes like this: ↳ Prior to partnering with us, SoSafe faced significant capacity challenges ↳ Juggling a myriad of roles with their awesome in-house team at capacity. ↳ They sought a recruitment solution that was aligned with their operational nuances. And that's where we came in. Upon finalising the partnership: ↳ We deployed a squad consisting of Talent Partners, Sourcers, and Coordinator ↳ Dived deep into understanding SoSafe's specific hiring needs and challenges. ↳ A custom-tailored service was developed to blend with SoSafe's internal team. ↳ Utilised talent intelligence software and a robust sourcing strategy. The ROI? - SoSafe filled 56 positions in GTM roles - average time-to-hire (TTH) of just 4.3 weeks - Savings: 68% Full case study link in comments below 👇🏼

Ever feel like your recruiting mails are getting ghosted more than your Tinder matches? 👻 Check out our tips to stand out through the link in the comments! 🔗 #TalentAcquisition #Recruitment #RecruitmentTips #RecruitmentMails #Sourcing

Our team invested 70 hours to sift through 300+ tech communities and job sites, narrowing it down to the top 95. 🚀 Want access to this curated list? Just like and comment "communities" below, and we'll share the Notion page with you!

The "360 role" model in talent acquisition is outdated and limiting. Shifting to a modular, specialized approach will improve efficiency, reduce burnout, and help you achieve better hires. 🌟 Read more through the link in the comments! 🔗 #TalentAcquisition #RecruitmentStrategy #Hiring #EmployerBranding #TalentManagement

Here’s a no-nonsense approach to improving candidate experience. 🌟 If you’re in Talent Acquisition, this is your checklist! 📋✅

Tired of playing hide-and-seek with talent? 👀 Dive into our tips on elevating recruitment beyond Boolean searches and contact lists! 🕵️♂️ See the link in the comments. 🔗 #TalentSourcing #Recruitment #TalentAcquisition