How do you collaborate and align with your co-founders and investors on hiring?

Alignment with co-founders and investors in hiring is crucial for business harmony. We hold regular strategy meetings to discuss hiring needs in line with business goals. For example, when expanding our catering services, we aligned on hiring experienced event managers, ensuring everyone was on the same page regarding the direction and needs of the business.

To align with your co-founders on hiring: 1.Define Roles: Clearly outline the skills and roles needed. 2.Set Criteria: Agree on key attributes and qualifications for candidates. 3.Collaborate on Interviews: Participate together in the interview process for a balanced perspective. 4.Regular Check-Ins: Hold frequent meetings to discuss progress and address concerns. These steps ensure a unified approach to hiring

- Develop detailed job descriptions that outline the essential responsibilities, skills, and qualifications for each role to ensure everyone is on the same page. - Identify the most critical skills and qualities required for each role, such as technical expertise, soft skills, or cultural fit, to guide the hiring process. - Define measurable performance metrics for each role to evaluate candidate fit and ensure alignment with business goals. - Incorporate company culture and values into the hiring criteria to ensure new hires align with the organization's mission and vision. - Reach a consensus among co-founders and investors on the hiring criteria to ensure everyone is aligned and committed to the process.

If you don't have the people with the talent or tradesmanship.In my history of my craft is to learn from the ground up. If you have the skillset and the knowledge of knowing how the finish product is made,production,and finish product with a Quality person that has been trained from the start.Keeping Safety in mind. You can also go to a sponser program for kids looking for a career after high school. Then the Company and the kids grow together.

Trying to hire without a defined hiring criteria is like trying to drive a car with no destination - you will get lost. BEFORE you start hiring, work with your hiring managers and teams to understand the biggest priorities for the company, and build an ideal candidate profile.

Involving co-founders and investors in the hiring process creates a transparent flow of communication. It enables us to leverage their networks effectively. In one instance of hiring, I have seen success by engaging them in posting the job openings and including them in exploratory calls for critical or senior-level positions. This approach enhanced the interest of potential candidates. Seeking references and recommended candidates from their networks had a significant impact. Candidates felt more engaged, connected, and trusted the process, leading them to accept the roles. Building strong relationships is essential. This involves presenting market data, talent availability, acting as a talent advisor, and building a reputable presence.

- Schedule regular updates and feedback sessions with co-founders and investors to keep them informed about the hiring process and progress. - Encourage co-founders and investors to participate in interviews to provide diverse perspectives and ensure a collective understanding of candidate fit. - Ask co-founders and investors to review and provide input on candidate profiles to ensure everyone is aligned on the best fit for the role. - Establish a collaborative decision-making process for hiring, involving co-founders and investors in the final decision-making process. - Foster open communication channels to address any concerns or questions co-founders and investors may have throughout the hiring process.

The beauty of many founders/investors is that they have a robust network, say on LinkedIn. They can help find great talent by posting on their platforms or tapping into their large networks. Make hiring easier and cheaper - share it with your stakeholders!

Don’t wait until you have a final shortlist to involve your stakeholders. Involve them early to avoid misalignment and frustration. What to Do: Set Up Regular Checkpoints: -> Schedule weekly or bi-weekly touchpoints to share updates, gather feedback, and adjust the hiring approach if necessary. You can set up a simple shared Trello board where everyone can see which candidates were in the pipeline, their status, and leave comments. This will keep them aligned without endless meetings. Early involvement means co-founders and investors feel part of the process, not sidelined. This leads to fewer last-minute changes and more trust in your decisions.

Make sure you discuss what good looks like, rather than leave it at headlines. For example, don't simply say we want someone with a strong work ethic. Have a conversation with your co-founders & investors on what that actually means to you. Is it working 12+ hours a day? Or knowing that regular exercise and breaks throughout the day means you will be refreshed and more productive? Or embracing deep work, and getting your head down without distractions? If you don't dig down into the reality of what you want to hire for up front, you risk too many assumptions that you are all hiring for the same thing.

- Define Roles Clearly: Establish clear roles and responsibilities for co-founders and investors. - Business Goal Alignment: Ensure hiring aligns with company goals and interests. - Shared Vision: Develop a shared vision that aligns with all stakeholders. - Regular Review: Review and adjust to stay aligned with evolving needs. - Open Communication: Maintain open channels for alignment and commitment.

Alignment is key, you may not be aligned on all things BUT it’s important to be aligned on the expectations of each role you’re hiring for. Set the criteria of your non-negotiable skills and always make certain you agree on the hiring rubric to evaluate your hiring decision. This will allow for everyone to have buy-in when it comes to the hiring and will be easier for the new hires to integrate into the company. Knowing your metrics and regular check-Ins will allow everyone to input when they feel necessary. I would add that you should set a timeline for feedback in order to not disrupt your hiring timeline.

In the fast-paced world of recruiting, aligning expectations and interests with co-founders and investors is crucial for success. As a disruptor in the industry, I believe in being proactive and transparent throughout the hiring process. Regular check-ins and setting clear milestones ensure everyone is on the same page, minimizing conflicts and driving efficient results. Remember, the right hire can be a game-changer for growth, so it's worth taking the time to get it right.

Your co-founders may prioritize speed, while your investors focus on long-term ROI. Align these differing interests right from the start. Rank Hiring Priorities: -> Have everyone rank their top priorities—whether it’s filling the role quickly, hiring for long-term growth, or cutting costs. -> Use this ranking to guide decisions. This is especially helpful when one wants to hire, say a lead engineer immediately, but other party prefers, say a candidate with startup experience. By ranking priorities, you can balanced both speed and expertise. Clarity on priorities helps resolve conflicts faster. It also ensures that your final hire satisfies the most critical needs of the business.

- Foster trust by being transparent throughout the hiring process, keeping co-founders and investors informed about progress and any challenges that arise. - Demonstrate the fit of each candidate with the company's culture and values to build trust and confidence among co-founders and investors. - Encourage feedback and input from co-founders and investors throughout the hiring process to build trust and ensure everyone is aligned. - Celebrate the successes of new hires and the impact they have on the company to build trust and rapport among co-founders and investors. - Address any concerns or issues promptly and openly to maintain trust and rapport among co-founders and investors.

Hiring is a 2-way street. If it doesn't feel right, it probably isn't. Trust and rapport are everything in hiring. And build this trust not just with candidates but with your internal teams and stakeholders!

In addition, I've found that fostering a culture of continuous learning can be a game-changer. Encouraging your team to stay updated on industry trends, emerging skills, and evolving market demands can help your startup/organization stay ahead in talent acquisition. By embracing a growth mindset and adapting to changing hiring landscapes, startups/organizations can attract top talent and drive innovation.

Keeping everyone in the loop isn’t just about status updates—it’s about trust. Share your wins and struggles openly. Be Transparent: Don’t just share good news. If a hiring search isn’t going as planned, explain why. Ask for input. This builds trust and keeps everyone invested in the outcome. If you struggle to hire for any role, don't sugarcoat it. Tell your investors you need to adjust your criteria and offer alternative solutions. This honesty can led to constructive feedback, not frustration. Transparency avoids surprises and fosters a collaborative environment. When investors and co-founders feel informed, they’re more likely to offer support rather than criticism.

Hiring isn't just about filling a seat. It's about weaving the right thread into the fabric of your company's culture. As a disruptor in the recruiting industry, I've seen the magic that happens when co-founders and investors are aligned in their hiring vision. It's about being proactive, not reactive. It's about transparency and collaboration, where each voice is heard and valued.

Too many cooks in the kitchen can ruin the hiring process. Set clear boundaries on who has the final say in hiring decisions. Clarify Authority: -> Decide who has final hiring authority. -> Whether it’s the CEO, a hiring committee, or a co-founder, make sure it’s crystal clear. Establish early on who has the final voice in hiring decision but I always consider input from other parties. This will avoid endless debates and streamline the decision process. Clear decision-making boundaries prevent bottlenecks and ensure that hiring moves forward smoothly, without getting stuck in analysis paralysis.

While many technical founders look to hire those who can achieve the most technically, we don't have enough discussions and conversations around what specific problems, issues, or missed opportunities the organization is having that we need the next new hire to solve. To put it in technical terms, startups tend to overly hire based on features and under hire or completely ignore a candidate's potential benefits. Shifting the conversation into this path helps maximize employee impact, bring greater relief to leadership, and ultimately enable everybody ownership as the company grows.