Bryan Culver’s Post

❌ You know what really sucks? Recruiting, hiring, and training for a role, only to have that person quit or fail almost immediately. It puts you right back to the drawing board after all that hard work! ✅ There's a better way. Instead of spinning your wheels, consider a Fractional Team Member from the Melissa Swink & Co. team. Bringing a wealth of knowledge, rich experience, and a highly professional attitude, this person will become a part of your team from Day 1 – without all of the time, energy, and money required when hiring a traditional team member. Sound intriguing? Let’s have a conversation about it! Click here: https://lnkd.in/dAZtm-g

Hiring for entrepreneurial-led companies required an extra special set of skills that most search firms don’t have. That’s why Alec Broadfoot is bridging the gap! Check out this article from FOX40 in Vestal, NY, for more insight on the secrets of hiring superstars. https://lnkd.in/gcHQk7zE

Hiring for entrepreneurial-led companies required an extra special set of skills that most search firms don’t have. That’s why Alec Broadfoot is bridging the gap! Check out this article from FOX40 in Vestal, NY, for more insight on the secrets of hiring superstars. https://lnkd.in/gseVMd4Z

Received an overwhelming response on my last post—so many of you reached out, revealing just how widespread the issue is. While I can't reply to everyone individually, I want to share some valuable resources. Here are a few folks who commented and are eager to help: - Vinay Shukla has made the transition himself and is happy to help folks looking to transition. - Danielle Coleman writes on LinkedIn about how to break into product counsel roles, shares relevant openings on her page, and more → Give her a follow! Also, we’re hiring at SpotDraft across roles. Specifically for our sales team—those of you interested in transitioning to a sales role, I encourage you to apply. [Disclaimer: These are entry-level roles but have a lot of potential for growth.] Additionally, joining in-house legal communities can be a game-changer: - In-House Connect - Legal Operators - The L Suite (TechGC) - Legal Ops Uncensored These communities are full of supportive folks who can help you navigate your career path. All the best!

See below from Micah Lacher!

💡💡Happy International No Brainer Day! Today is all about keeping things simple and resolving situations calmly. For me, signing up to the Temper platform is a no-brainer. Our staffing platform simplifies the hiring process and helps you find the best talent for your business. Want to see it in action? Book a demonstration today by reaching out to l.branton@temper.works or calling 07476560055. Let's make hiring a no-brainer! #InternationalNoBrainerDay #TemperPlatform #SimplifyHiring

💡 Recruiting Tip Alert! Hiring isn't just about filling a position; it's about nurturing a company's growth! When you bring on individuals eager to learn and grow, you're investing in your company's future success! #Recruiting #CompanyGrowth #InvestInTalent

How do I decide between hiring operational or support staff? Back in September we welcomed Stewart Houston into the team in the newly-created Technical Operations Manager role, and what an impact he’s had! There’s been (and continues to be) a clear improvement in our processes and practices as a result of having a highly skilled person in this role. Now that Stewart’s settled, I’m turning my attention to what our next hire could/should be, and it’s a decision that I always find tricky – technical or support staff? Technical staff are, of course, at the heart of what we do, and each new technical team member brings unique experience and additional technical skills to the service. It’s always very exciting to get a new technical person in, and, of course, they’re a chargeable resource! Support staff, on the other hand, are an expense, but I know that having the right people in roles like Sales, Marketing, and Accounts can free-up my time and/or generate business opportunities. What should Nimbus Blue’s next hire be? It seems to me that, in small business, at least, the revenue is rarely there to hire support staff and it just becomes a “must do” in order to progress the business. Or perhaps I just work better (read as "procrastinate less") when I put myself/payroll under a bit of pressure! #smallbusiness #growingteam #investinpeople

Did you know hitting your first big profit milestone doesn't start with your initial hire? It's true, the first therapist helps keep the lights on, but think bigger – it’s the second therapist that brings home the bacon. Now, imagine starting your hiring process for them between six weeks and six months. Why? Because that second hire is your golden ticket to profitability, boosting your clinic from surviving to thriving. Keep those marketing channels open, attract top-notch talent, and watch your practice evolve from a solo mission to a dynamic team, paving your way to hiring your third and cashing in on those rewards

Opportunity