Arkansas Talent Group’s Post

Have you heard of Organisational debt? It’s most common in startups that grow from a team of two to 100 employees + In the early days, founders often dash out grand titles like COO, CMO and CTO. Then when they start to scale they realise some of those people can’t grow to fulfill the role. It leads to awkward conversations such as demotions or letting people go. Remember, during the early days, “we were a family.” So it feels like firing friends. Quick tip, when hiring in a startup, don’t just hire for the need today, hire talent that can grow with you. PS. Not every individual contributor should be promoted to become managers either. I’ll save that for another post 😉

There's one recurring theme in startup exec recruitment. It's an ongoing debate, with different conclusions based on the business, the decision-makers and the market for available C-level talent. Let's call it the Fractional Debate: 💡Whether (and when) to hire a part-time vs full-time CXO❔ (usually the CFO role, but the arguments are similar across the C-suite). I heard both sides of the debate in two calls last week: One guy was convinced you can outsource the key CFO functions until a startup has meaningful, secure revenue. He thought that hiring someone short-term, who will learn the business in 1-2 days a week (often while working remote), was impractical and even disruptive. He added that fractional CFOs need to 'manage their portfolio' and so are always passively looking for their next role. Liable to move on at any time. The other guy was equally clear on the advantages: ✔Having CFO-calibre insight into the business very early on is key for forward-planning. ✔For a fraction of the cost of a full-time CFO, you can bring on someone who adds real strategic value. But not every exec is cut out for a flexible, plural career. They need to be a quick learner, very adaptable, with the ability to build relationships quickly, both in and outside the company. Relevant sector and stage experience can really help. There are also two other 'ideal' options to consider: ▶You find a less experienced, high potential Head of Finance who costs much less and who will grow with the business; or ▶You bring on a fractional CFO who ultimately wants to be full-time when the business can afford it. Both parties then get to try before they buy. The reality is, you won't necessarily have all of these options available to you when you go into the market. So keep a flexible approach until you have to commit to one, for the short, medium or long term [Needless to say, I can help with all of the above. Just ask 🙂📞] #CFOhiring #CXOtalent #executiverecruitment #startups

Ever wondered how your business could benefit from the expertise of a Chief Operating Officer (COO) without committing to a full-time hire? Enter Fractional COO Services! Fractional COOs offer a flexible solution for companies seeking seasoned operational leadership on a part-time basis. Whether you're a startup scaling rapidly or an established business aiming for efficiency improvements, here's why Fractional COO Services could be a game-changer: ✔ Strategic Guidance: Fractional COOs bring a wealth of experience to the table, offering strategic insights and actionable recommendations to drive growth and streamline operations. ✔ Cost-Effective: Hiring a full-time COO can be expensive, especially for smaller businesses. Fractional COO Services allow you to access top-tier talent without the hefty price tag, paying only for the time and expertise you need. ✔ Scalability: As your business evolves, so do your operational needs. Fractional COOs can adapt to changing requirements, providing scalable support tailored to your growth trajectory. ✔ Objective Perspective: An external COO brings fresh eyes to your organization, offering unbiased assessments and innovative solutions to address challenges and capitalize on opportunities. ✔ Focus on Core Competencies: By outsourcing operational leadership to a Fractional COO, you can free up internal resources to focus on core business functions, enhancing overall efficiency and productivity. Ready to take your business to the next level? #FractionalCOO #Operations #BusinessStrategy #StrategicGrowth #Startup #SmallBusiness #nonprofits

VC vs. PE backed companies I had a fascinating conversation with a VP of Talent at a PE fund that got me thinking about how company stage and investment type shape recruiting strategies. It's something I've experienced firsthand, but hearing another perspective made it clearer for me. In my career, I've recruited for both scrappy startups and established PE backed firms, and I can say confidently, it feels like playing two different sports sometimes. With venture backed startups, I've found myself in whirlwind hiring sprees, looking for adaptable go-getters who can thrive in ambiguity. The processes are often fluid, and decisions can happen at lightning speed. I remember one startup where I hired a crucial team lead after just two interviews because the fit was so right. On the flip side, my experience with PE backed companies has been all about precision and proven track records. The hiring processes are typically more structured, with multiple stakeholders involved. I once spent two months on a VP of Sales search, meticulously vetting each candidate's ability to drive operational efficiencies. The investor dynamics fascinate me too. I've seen VC firms offer valuable network connections, while PE firms often roll up their sleeves and get directly involved in key hires. As a candidate looking at new opportunities, how heavily do you weigh your decision on VC vs. PE backed companies? #pebackedcompanies #vcbackedcompanies #gtmhiring #vchiring #pehiring

In my work as a specialist recruiter, I talk to many Pricing Directors and Pricing Leaders. Of course, the usual question comes up, what is the next step in my career. Most of the time two options are mentioned: either further up the corporate ladder or a broader role at a start-up or scale-up. And indeed as Chief Revenue Officer. So a lot of (Corp) Senior Pricing Professionals are open for the role of Chief Revenue Officer. #chiefrevenueofficer #pricing #recruitment #revenuegrowth Interesting article: Why startups are hiring Chief Revenue Officers. https://lnkd.in/g4-esjFp

Hiring a Chief of Staff can transform your startup. At Primary, we’ve guided 30+ founders in making this crucial hire. Discover how to find the right fit in our Founder’s Guide. https://lnkd.in/gPzUhfUW

Many Founders struggle with knowing when to hire a Chief of Staff, what to look for, and how to best leverage this critical role. That's why Ryan Monk and I are sharing insights we've gathered from helping over 30 Founders find the right fit. Hear our thoughts below:

Not Feeling Alone With TTP, I have two very reliable equity partners, so I don't feel lonely. Of course, there are still times of differing opinions, but because of our common goal, we choose each other and support each other well. The burden is lightened, I don't have to worry about trivial matters that give me headaches. I get to do what I love and leverage my strengths. The business is thriving more and more. With INMERGERS, in the early stages of building, the partners were very dedicated. But when it came to scaling up and generating cash flow, you need to understand the business, understand the market, have a good strategic mindset, otherwise, people get overwhelmed. I felt lonely for quite a long time. I struggled on my own. Luckily, now I have two Team Leaders with a solid mindset, a mindset to overcome challenges, and most importantly, they are actively involved in the business every day, so we can brainstorm and solve strategic issues together. I no longer feel alone. To sum up a few points like this: (1) In business, having close-knit teammates helps you avoid feeling lonely. (2) Teammates may need to change according to the stage. Finding the perfect fit from the start is best but quite difficult, so be prepared for the mindset to change and seek new teammates. (3) At the "marriage" stage, having a "peaceful separation" plan is the best solution. P/S: In the picture are the "teammates" helping me with all the household chores. I only need to focus on making money and guiding my children's education. That's all!!!"

My VC clients fired one of the founders in their portfolios and I agreed with it without a second thought. Why? A few years ago. One of my clients had become the majority investor in a new company for their seed round and they had to start hiring My client always makes sure a team is built to last and was very involved in the hiring process. The founder fired a new employee for not being disciplined and aligned with their vision. Hmm seems like a decent enough reason right? Well, what the new employee did to actually get fired was be a minute late. And the founder defined that to be indisciplined and lacking alignment. This was a new hire who was passionate, had every reason to be there, and was really humble and driven with skills. Founder market fit is more important than product market fit. And when a founder is toxic to their own business, and teams, and holds themselves on a pedestal. The company is meant to doom. And so for saving their investment and the potential of the company, the founder was fired. Your company's reputation starts from within they are your brand's extension and the authentic representation. If you can't care for your team, you can't grow. Your vision isn't a standard your team should meet, they are the guide that lights their way. Always, Arcui #brandculture #vc #foundermarketfit #brandstrategy #workculture #seedfunding #hiring #firing #branding #angel

Thinking about hiring your first CFO or Senior Finance Leader? Top 10 things to consider 👇 ✅ Realistic Growth Trajectory ✅ Founders Background ✅ Key Future Milestones ✅ Investors Expectations ✅ Budget ✅ Industry Sector ✅ Experience / Track Record ✅ Referencing ✅ Career Logic ✅ EQ / Emotional Intelligence This is the most important hiring decision for the vast majority of Startups, and we see so many examples of this going wrong & setting the company back months or years.❌👎 Over the next 10 days I will provide a deep dive into each of these key areas. Follow me to hear more.👍🚀