Jacob Davenport’s Post

it's funny how company's will hire you for this position but say if you don't also do this position were gonna have to have a talk like you are in trouble or something for doing what you were hired to do, I will gladly take on more but we need to have a different conversation about compensation if you would like me to help the techs do there job to. a simple conversation can avoid all the unnecessary issues don't threaten just ask plain and simple

Be cautious about hiring pre-PMF. Especially if you’re using a service business to bootstrap the SaaS business. The fastest way to product market fit is to have more conversations with potential customers. Those conversations need to be had by a founder; you really shouldn’t be expecting a new hire (or even an agency) to have those conversations for you. I can understand the temptation to hire an extra developer if you know what you need to build and just want to speed up development. But you’d have to be VERY clear that you know what you need to build to get to PMF and in my experience very few founders are rigorous and distanced enough to do this effectively. Bottom line - preserve your capital while finding PMF and only deploy it once you’ve got something that seems to be working. The ONLY exception to this might be a situation where you can’t fully focus on the SaaS business because you still need to spend a lot of time running the service business. Ideally you’d have one cofounder manage the service business while the other focuses on the new SaaS, but if this isn’t possible (solo founder) then you may want to consider hiring someone for the service business that will free up more of your time. It could be a full on manager to replace you. Or it could be an admin assistant or someone to handle payroll and accounting for you to partially free up your time. #hiring #saas #community

Watch out who you HIRE. I made many hiring mistakes. Here’s how to avoid them: 1. Pay well 2. Hire slow 3. Reference Checks 4. Look for Self-Starters 5. Remote tools proficiency 6. Onboarding is everything 7. Look for people with urgency 8. Test their communication skills 9. Make the hiring process as transparent as possible Your hiring strategy makes or breaks your remote team. When shit hits the fan You need problem solvers around you. What would you add to this list? ♻️ Repost to share with others 📣 Share your company in the comments → what you do + if you need help with software dev

𝐖𝐡𝐨 𝐜𝐚𝐧 𝐁𝐞𝐧𝐞𝐟𝐢𝐭 𝐟𝐫𝐨𝐦 𝐈𝐓 𝐎𝐮𝐭𝐬𝐭𝐚𝐟𝐟𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐖𝐡𝐞𝐧 𝐢𝐬 𝐢𝐭 𝐁𝐞𝐬𝐭 𝐭𝐨 “𝐑𝐞𝐧𝐭” 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐬 𝐑𝐚𝐭𝐡𝐞𝐫 𝐭𝐡𝐚𝐧 𝐇𝐢𝐫𝐞 𝐭𝐡𝐞𝐦? Outstaffing is a good solution under multiple circumstances, even when you have insufficient staff to implement a project. As a cooperation model, it will be a sound choice in the following cases: 👨💻 if you want to strengthen the team employed for your small IT department but there is no need or opportunity (limited local market) to hire new people. 🚀 a startup needs to quickly test some hypotheses, for example, develop a new feature and check on user feedback. ⌛ you are late with launching your project on your own or want to speed up the development for other reasons. 🔓 you require single-time expertise or quickly employ some staff to unblock the work on your project. 🌐 you have to speed up the product (or MVP) development and release to the market, and your internal team’s resources are insufficient. 💫 you have to attract people with narrow expertise, and it will take you long and hard to select the appropriate job candidate independently.

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Why to outstaff? 🤷♀️ Some businesses have one development project to complete and it makes no sense to grow an entire tech team for that. They aim to enhance business outcomes and save expenses 💲 To handle a variety of complex and unusual tasks 🤹♂️ To catch new opportunities and explore new markets 🗺 Where do they go? 🚶♂️ Luckily, they have several options. But this time I’d like to stop at outstaffing. I can name a few quite meaningful reasons for considering this approach. Swipe the carousel for details 🎠 🔻 #outstaffing #IT #development

🚀 Expanding Your Team - Thoughtfully! 🚀 Taking on new people can consume enormous amounts of time, effort & financial investment. So getting as much right, from the onset, is important for efficiency, cost & most importantly a smooth landing for all.   We’ve created a handy checklist, as a guide to the considerations of hiring, with tips for effective processes. Assisting you to thoroughly think through all the related tasks, in hiring new people. Jump onto our website to download this free guide. www.offloadnow.com.au Expanding your team thoughtfully ensures a smooth landing for all. Happy hiring! 🌟 #HiringTips #TeamExpansion #Recruitment #Onboarding #BusinessGrowth

Hiring is only 10% of the game. Regardless of whether you found your VA by yourself or through a recruiting agency, it has little bearing on whether it’ll turn into a transformative hire or an expensive disaster. There’s a false assumption on the internet where Founders think that delegation is as easy as… 1. Finding someone offshore who’s willing to work for cheap 2. Tell them to do things you don’t want to deal with yourself 3. Sit back as all the minutiae gets offloaded from your plate. That’s like Stan Lee hiring an artist to design a new superhero called Spiderman back in 1962, and expecting an end-result that looks exactly like what he envisioned. That won’t happen. You’ll just end up with a random piece of drawing of a man dressed up like a sex toy shooting webs from his butthole. And this is exactly why most Founders end up micromanaging, putting out fires, and wondering whether they should just fire their VA and do everything themselves. The efficacy of your hires is not just determined by who you hire, but by… How well your business is structured and organized How clearly your processes & SOPs are documented How well you’re able to communicate objectives & standards How effective is your onboarding process How established is your tracking, accountability and reporting process How strong is your company culture & values Woah Michael, that’s a lot of work and I’m too busy for that. Well, you can either put in the work or keep working a business that feels more like a full-time job. As with everything, you have to first INVEST time before yielding a positive return-on-time. And the level of return you get, all comes down to your level of SKILL as a delegator, and the level of SYSTEMS you have in your business. While you can speed up the process by investing into expertise and proven systems, there are no shortcuts. You get what you paid for - in time and in money.

Why detailed info matters for post requests? 🚀 When it comes to making requests, it's all about the details! Here's why that's crucial: ⏩ Quicker solutions 🎯 Greater precision in responses 🕒 Saves everyone's time 🌟 Improves outcome quality Point! 📝 Crafting a detailed request is the stepping stone to a smoother, more efficient resolution. Let's work together towards clearer, more effective communication. Tap here: https://lnkd.in/dZAXtNnF #UnbenchPlatform #Requests #PostRequests #RequestsSolutions #Developers #Outstaff #Outsource #Hiring