Insight Recruitment’s Post

In a two year stretch I hired over eighty people 🙃 If your business is scaling, you need to hire scalable people. During that run I made a lot of mistakes, broke a bunch of things and learned some pretty valuable lessons. Four lessons on hiring and scale; One: develop a set of non-negotiable attributes. Think through what matters most to thrive in your organization independent of role and then figure how to test. Two: capacity matters more than capability. Startups are dynamic and fast moving. If you hire exclusively for the challenges of today, what happens when the challenges change? Three: understand career trajectory. You can go a long way hiring high potential athletes with slightly less experience. They’re not afraid to do the work, cost a little less and will grow with the business. When experience gaps appear, hire an adult who has lived through growth. Involve your high performers in the hiring process, show them what good looks like and they will stretch even further. Four: functional expertise is more important and more scalable than industry expertise. Hire great operators and teach them how your industry works. Find high leverage areas in your organization to cluster industry experts. Onward 🚀 https://lnkd.in/g2N-KVnx

My Team is my Motivation What do you think is the critical factor that determines your business' success? Hint: It's not your idea, product, marketing, or proprietary technology. It’s the "Right People" with the correct cultural values and clear goals. Hiring the right talent for your team that aligns with your culture is the most difficult part of scaling your startup. If you’re hiring, here are the 3 critical differences you must understand between an average and exceptional hire (I call it the right hire). 👉 1. Average hires bring skills; exceptional hires bring cultural fluency:  Average hires may check the boxes of technical proficiency, but they often lack a deeper resonance with your organization's culture and mission.  Whereas the right hires speak the technical language and fluently align with your culture, seamlessly integrate, and amplify your team's performance. 👉 2. Average hires follow the script; exceptional hires rewrite that script: Average hires tend to follow established processes and routines, sticking to the script.  Suitable hires work with managers, leaders, and the whole team to improve processes and add new frameworks that drive innovation and help grow your business. 👉 3. Average hires add to the headcount; exceptional hires elevate the team:  Average hires might fill a position, but exceptional hires elevate the entire team.  They become catalysts for growth, raising the performance bar and inspiring others to reach new heights. So, when you're on the quest for talent, remember, it's not just about their skills but how they orchestrate your team's future. Over the years, Supersourcing has revamped its hiring process hundreds of times to ensure our candidates are both technically skilled and culturally adept. However, I think there is still a lot we can improve on. Constantly updating your hiring process based on market needs is the new growth driver for startups. Seeking a talent partner who understands the symphony of skills and culture? Feel free to reach out. 🎵🚀 #hiring #techtalent #therighthire

Some great thoughts about how hiring works for startups and scaleups. Also an amazing read in how you can do proper objection handling when you have a career gap. This gives also some good of thought on what you can bring to the table when you come from a larger company and go to a startup or scaleup. #jobinterviews #startuplife #objectionhandling

This Steve Jobs way of looking at team members made me realize that hiring is not about filling roles but building legacies, and this saved me $25,000 annually. As a startup founder, I used to rush hiring decisions. Then I stumbled upon Steve Jobs' wisdom: "It's not about picking the right person for the right role. It's about the long-term view on people." This hit home. Here's why it matters: 1. Talent compounds in organizations. A-players tend to attract other A-players, and individual skills grow exponentially over time. 2. Early hires act as cultural architects. They play a crucial role in shaping the company's DNA, and their impact can last for generations. 3. Adaptability is more valuable than immediate fit. As markets change and roles evolve, it's better to hire for potential rather than just current skills. Some practical tips I've learned over time: - Look beyond the resume - assess learning agility - Create growth paths, not just job descriptions - Invest in onboarding and continuous development Because every hire is a long-term investment in your company's future. What's your approach to hiring for the long term? #LeadershipLessons #HiringStrategy #CompanyCulture

Founders, discover unexpected pitfalls to avoid after product-market-fit. 👇 1. **Logo Hires**: Tempted to onboard big names from mega-corporations? Think again! 🤔 More often than not, these individuals are seasoned managers, detached from the hands-on work your start-up desperately needs. The golden rule? Recruit talents who've recently conquered the stage you're at – they're the real MVPs. ✨ 2. **Premature Expansion**: Bagged some funding? Great! But beware the urge to broaden your horizons too quickly. 🌍 Remember, your market's potential is likely greater than you imagine. Any new product should bolster your initial offering, not divert from it. 3. **Overhiring = Overkill**: In the rush to scale, it's easy to think more hands on deck is the solution. Wrong! ⚠️ Prioritise a lean team focusing on maximizing revenue per head. This not only keeps you agile but also makes you a magnet for further investment. 🧲 Post-fundraising, enforce a 90-day hiring freeze to separate the wheat from the chaff. Remember, smart decisions early on pave the way for lasting success. 🌟 Let's focus on what truly moves the needle!

Stop trying to replicate yourself when hiring new employees. Here's a lesson I learned far too late: Never try to hire someone who’s just like you. It sounds counterintuitive, but the very traits that make us, as founders, successful can also become our biggest liabilities when trying to scale. For years, I ran my business as an owner-driven operation, where everything flowed through me. But as we grew, I realized I needed to step back and let the organization run with systems, not just my instincts. The hardest part? Letting go of sales and day-to-day operations and trusting the team to figure it out. And guess what happened when I gave them the space to take risks and make decisions without me jumping in to “save” the day? We started running the highest volume we've seen all YEAR. Sure, there's been some bumps in the road, but the fundamentals of the business are strong. Here’s my tip for founders and CEOs who are looking to scale successfully: 👉 If you’re transitioning from an owner-driven culture to a system-based one, the first step is simple but tough: Find someone in your organization and make it safe for them to make decisions. Let them surprise you. You might find they do things better than you ever would have! That’s been the key for us, evolving from a founder-led culture to a true, independent operation driven by the people. TRUST the process, TRUST your team, and GROWTH will follow. What other tips do you have for scaling successfully? Nik #founders #successfulscaling #hiring

Looking to grow your team quickly without compromising on quality? Here are some tips: Start with a clear vision of who you need on your team, focusing on building a culture that aligns with company’s values. Also, keep an open mind during the hiring process. The perfect fit might not have the traditional background you expected, but could bring valuable skills and diversity to your team. #Hiring #TalentAcquisition #Growth #Startup https://lnkd.in/geiskDCr

Hello Founders, I make a living from helping small companies build their teams. From experience, I've developed some questions for you as you think about hiring: 1. The Vision - What specific roles are critical to achieving your vision post-funding? - How do you envision the growth of your team contributing to the overall success of your product? 2. Challenges in Talent Acquisition - What challenges have you encountered in recruiting talent for your startup so far? - Are there specific skills or qualities you find particularly challenging to source? 3. Time and Resources - How would you describe your current team's bandwidth for handling the hiring process internally? - What are your expectations regarding the speed of scaling your team? 4. Preferences for Collaboration - How do you typically prefer to collaborate with external partners? - What aspects of a collaborative relationship are most important to you? 5. Experience with External Agencies - Have you worked with external recruiting agencies before, and if so, what was your experience? - Are there specific aspects of previous collaboration that you found particularly beneficial or challenging? 6. Cultural Fit and Alignment - How would you describe the culture and values that are integral to your startup? - What qualities are essential for a candidate to fit seamlessly into your team's culture? 7. Future-Proofing Talent - As you scale, how are you considering the long-term fit and adaptability of the talent you bring on board? - What strategies do you have in mind to ensure that your team evolves with the changing needs of your startup? 8. Measuring Success - How do you measure success when it comes to building and scaling your team? - Are there specific metrics or indicators that you prioritize? 9. Candidate Experience and Company Branding - How important is the candidate experience to you, and how do you envision it reflecting on your company's brand? - Are there specific practices you'd like to implement to ensure a positive candidate journey? I hope the process of answering these questions help you find more clarity in your hiring needs. Absolute best of luck to all of you founders on your journey! #writtenbyhuman #founders #scaling

Looking to grow your team quickly without compromising on quality? Here are some tips: Start with a clear vision of who you need on your team, focusing on building a culture that aligns with company’s values. Also, keep an open mind during the hiring process. The perfect fit might not have the traditional background you expected, but could bring valuable skills and diversity to your team. #Hiring #TalentAcquisition #Growth #Startup https://lnkd.in/gFDsY6cK

Looking to grow your team quickly without compromising on quality? Here are some tips: Start with a clear vision of who you need on your team, focusing on building a culture that aligns with company’s values. Also, keep an open mind during the hiring process. The perfect fit might not have the traditional background you expected, but could bring valuable skills and diversity to your team. #Hiring #TalentAcquisition #Growth #Startup https://lnkd.in/eTRwCdtk