Intro Recruitment Asia’s Post

At Hirewell, we know hiring is, in fact, hard. Which is why we have the best of the best talent experts to support career journeys and hiring needs across our practice areas: Go To Market, Corporate Functions, Technology, Executive Search, and more. Clients can agree, they don't need backups when they go with Hirewell. As Elle Woods says, "We'll show you how valuable Hirewell can be!" After all, we believe in the power of endorphins, and endorphins make hiring a happy process. Happy people make happy placements. They just do. ✨ 🎤 Starring: Louis Morici 🏊 Mike Ehlers 🏊 Jack Smith Christa Wesemeyer Matthew Hernandez Michael Lipinski Rebecca Casto 🎬 Video Cred: Estefania Gonzalez Valentina Morici (on-site filming cred) Open roles on my desk: - Technical Enterprise Account Executive // Series C // Remote - Enterprise Customer Success Manager // Seed // NYC - Founding Sales Engineer // Seed // NYC - Head of Customer Success // Seed // San Francisco - Senior SDR // Series A // San Francisco #HirewellOlympics

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐠𝐮𝐢𝐥𝐭𝐲 𝐨𝐟 𝐭𝐡𝐞𝐬𝐞 𝐜𝐨𝐦𝐦𝐨𝐧 𝐬𝐚𝐥𝐞𝐬 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐢𝐬𝐭𝐚𝐤𝐞𝐬? In the competitive world of tech sales, the cost of a bad hire can be high—not just in dollars, but in lost opportunities and team morale. Here's what to watch out for: 1. Rushing the Process: Speed is crucial in tech, but when it comes to hiring g, patience pays off. A rushed decision can lead to overlooking crucial red flags or settling for a candidate who isn't quite right. Overvaluing Experience 2. Over Potential: While a seasoned pro can be a great asset, don’t overlook the high potential of less experienced candidates who show adaptability, drive, and a willingness to learn. 3. Not Assessing Cultural Fit: Skills and experience are vital, but how well a candidate meshes with your team's culture is just as critical. Disregarding this can lead to disruptions and dissatisfaction on both sides. 4. Neglecting Soft Skills: In sales, interpersonal skills, resilience, and emotional intelligence often outweigh technical knowledge or past performance. 5. Inadequate Onboarding: The hiring process doesn't end with a signed contract. Proper onboarding is essential to integrate a new hire into your team effectively and set them up for success. Avoiding these pitfalls starts with a strategic approach to your hiring process. ------------------ If you’re ready to build a sales team that drives unparalleled success, let's connect! #SalesHiring #TechSales #TalentAcquisition #SalesStrategy #TeamBuilding

Do you know you need to hire, but aren’t sure which positions to start with? Focus on revenue generating team members first! Why? Sales is the lifeblood of an organization and one of the very few aspects that can be challenging to outsource. #Salesfirst #TalentAcquisition #Recruiting #Hiring

"We will only hire people that currently have a job." "No job hoppers." "We only hire top performers." "They need to have hit quota consistently." I've heard all four of these quotes directly from companies recently and if you apply them all the candidate pool starts to get pretty small. Hiring managers, keep in mind: Long tenured top performers who have a job where they've consistently hit quota ain't looking to jump to your org, FYI, no matter how much you pitch the Friday pizza parties (PS they'd rather work remote anyway). I get it. Hiring managers, CEOs, etc want to set a high bar for hires. They want to tell their investors how strict they are. They only want to hire 'A' players. But try turning over some rocks and give folks an opportunity. Over 700 sales, AM, sdr, management, enablement roles constantly hiring: https://lnkd.in/eHRqUCXi ✌️ 💼

Over-hiring can cripple your sales efficiency. Every new hire should be a strategic decision, ensuring your team is not just growing, but thriving in the right areas ✅ Lative’s platform provides precise capacity planning. 📊 Make informed hiring decisions based on accurate data. 📉 Avoid the pitfalls of over-hiring and boost your team’s productivity. 🎯 Ensure you're investing in high ROI areas With Lative, you can trust your hiring strategies to be smart, efficient and data-driven. #capacityplanning #salesefficiency #smarthiring #salesplanning

In business, and in life, change is the only constant. Success lies in our ability to stay adaptable during these times. Embracing change with an open mind and a flexible approach allows us to turn obstacles into opportunities. It’s in these moments that true growth happens. #IdentifyingFromAfar #recruiting #hiring #GrowthMindset

🚀 Last Call for Deel's Virtual Hiring Happy Hour! 🎉 Last week's announcement was a hit - can't believe we have ~2500 people registered already! Zoom limits attendance at 3000 so we only have 500 spots left. Join us at 6pm EST this Thursday (Jan 18th) to learn about Deel and our Sales Team. Here's what's on the agenda: - Meet our leadership 👩🚀 - Deel's story on how we became the fastest growing B2B software company 📈 - Learn about the products you'd be selling 🛠️ - Discover the open roles and what type of talent we're looking for 🌐 👉 Reserve your spot before I'm sold out: https://lnkd.in/gzzhfUrX #hiring #DeelCareers #SalesJobs #payroll #startups

Recruit to solve constraints not because you need to scale. Don't just hire for the sake of it. Here's how: 1. Map out your go to market motion → What are the different steps → What's the input, output and conversion for each step 2. Look for the point of constraint → Where's the bottleneck? 3. Make a hypothesis on how to solve the bottleneck → Can we change something in our approach? → Maybe there's a software? → Or do we need to hire? 4. If you need to hire, do it to solve the bottleneck → Not enough leads? SDR might make sense → Not converting? Might need an AE ... There's a science to it and it's not that complicated. Don't just hire an account executive cause you want more sales. ------------ 👋 I'm Laurens 🧑💻 I help SaaS startups scale their go to market team 💬 I post about go to market, SaaS startups and thoughts on my journey as a founder

𝐇𝐨𝐰 𝐃𝐨 𝐕𝐢𝐫𝐭𝐮𝐞𝐍𝐞𝐭𝐳 𝐌𝐚𝐤𝐞 𝐒𝐮𝐫𝐞 𝐓𝐡𝐚𝐭 𝐇𝐢𝐫𝐢𝐧𝐠 𝐈𝐬 𝐃𝐨𝐧𝐞 𝐐𝐮𝐢𝐜𝐤𝐥𝐲? We search worldwide for top professionals, carefully screening them for their skills, experience, and fit with your company culture. You get access to pre-vetted experts who are ready to start contributing right away, saving you the time and hassle of recruiting and training. Our process is designed for speed. 𝟏: 𝐂𝐕𝐬 𝐚𝐫𝐞 𝐁𝐞𝐢𝐧𝐠 𝐒𝐞𝐧𝐭 𝐎𝐮𝐭 The time limit is 24 hours. We review your team augmentation request, verify our resources’ availability, and respond with the CVs of the best prospects. 𝟐: 𝐏𝐮𝐭𝐭𝐢𝐧𝐠 𝐓𝐨𝐠𝐞𝐭𝐡𝐞𝐫 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 We set up interviews with qualified individuals for team augmentation. In the event of full outsourcing and dedicated team models, we work on creating a self-managed team on our end. 𝟑: 𝐂𝐨𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐖𝐢𝐥𝐥 𝐁𝐞𝐠𝐢𝐧 𝐢𝐧 𝟏-𝟐 𝐃𝐚𝐲𝐬 We start working on the project after establishing two-way contact between you and our developers/project managers. Curious how it works? Let's chat 📞 +19092802569 or 📧 support@virtuenetz.com #staffing #hiring #founder #ceo

Inaction can be a GOOD thing when it comes to hiring. How? 🤷🏻♀️ A bad hire impacts everyone—the team, the company, and your customers. A bad sales rep can: → Tarnish your company’s image. → Deliver poor service that loses clients. → Demoralize your existing team. → Set back your growth goals by months. So what’s the takeaway? Don't hire just to fill a seat. It’s okay to wait for the right person. ——— Looking to grow your team? Check out: https://lnkd.in/gPQZVfnd #Hiring #SalesRecruitment #TacticalTuesday