Lauren Cooperman’s Post

Can highly recommend.

For me, one of the most enjoyable parts of building a company is finding & recruiting exceptional talent. Over the past fortnight I've conducted a large volume of interviews with talent from around the world. An interesting common thread has been individuals expressing that they've outgrown the technical competence of their organisation. Thanks to what we offer as an employer, these are exactly the type of individuals that we, as a highly-technical firm, love speaking with. The reality is, producing meaningful financial outcomes (at scale) is no easy task. It’s challenging work that demands technical excellence, diversity of thought, and remarkable collaboration. So if you're not enabling your people to advance their skills through perpetual training & development initiatives, You're going to lose your best to those that do. PS - I'm still actively interviewing for open Performance Marketer roles :-)

CAREER SWITCHERS: Have you or (anyone you know) successfully transitioned away from the NHS and into a tech start-up? HIRING MANAGERS: Have you hired anyone from the NHS recently? Which transferable skills and experiences were most important to your organisation? I'd be curious to connect with anyone who has experience with the above.

People don't leave bad jobs. They leave because of bad bosses, and poor management, who don't appericate their value. 1). Lack of Recognition: When employees feel their efforts aren't valued, they may become disengaged. 2). Poor Communication: Miscommunication or lack of transparency can lead to frustration and confusion. 3). Micromanagement: Constant oversight can make employees feel distrusted and disempowered. 4). Unclear Expectations: If management doesn't set clear goals or expectations, employees can feel lost and unproductive. 5). Toxic Work Environment: A negative culture, driven by poor management, can lead to burnout and resentment. Good leadership and thoughtful management are key to retaining talent and creating a positive workplace. 😘 I AM RigHt. M I RigHt 😍

This book recommends defining trip wires in both your personal and business life. "Trip wires are forms of pre-commitment --- you commit yourself in advance to a course of action when certain conditions arise." For example, now that my wife is in a memory care facility, I have written down a pre-decided list of three conditions that will trigger me to sell my house and move into an age 55+senior independent apartment. Wise Mt. Everest climbers decide before starting how much oxygen must be in their tanks at the final leg of the climb. If oxygen tanks are lower than the trip wire, they turnaround. Do you use trip wires? Do you have pre-defined "trip wires" for a new product launch or for job requirements of an open position?

One of my this year's goals is to create an ideal client profile and bring intentional work in 2024. My ideal client profile has been broad till now, which means I have taken various fractional marketing rules in different industries and a different stages. I want to bring more alignment to the work, So here is the type of client I’ll be working with this year: 1. They want to have a proper marketing foundation - that means no spreading everywhere and no half-done strategy. 2. I love working with an aligned team that knows how to communicate - maybe limited meetings and more work. 3. And most important, they are customer-centric and understand that building a great product isn’t enough. That will be my open goal for 2024. 👇

What a game changer. Typically as an accounting mind individual, social media can seem daunting and frustrating but as the accounting and finance people have learned, we can indeed grow through social media to build confidence, relationships and business. Kudos Tyler.

I used to be completely opposed to social media. Thought it was the devil. Had no accounts other than a dormant Facebook profile. Now I'm stepping into content creation and seeing the power of it. Why the change of heart? Here are three positive outcomes that I'm experiencing from creating content. -Confidence. It forces me out of my comfort zone. Writing posts, speaking to a camera, putting myself out there - I think it's making me a more articulate, confident person. -Recruiting. As the founder of my company, I'm in the unique position of showing people who I am, what I'm about, and what my vision is for the company. I've had many high-quality candidates reach out to me about open positions. -Sales. I'm a big believer in knowing what you want, and not being afraid to shout it to the world. By being active on social media and telling people what I am (more payroll clients, via acquisitions and partnerships), opportunities are being presented to me that I otherwise would never have known about. If you're on the fence about creating content. Just do it! The benefits are enormous.

Hiring? Look for these four standout qualities to find your next superstar: 🌟 Cultural Fit: Aligns with your company values 🧠 Problem-Solving Skills: Thinks on their feet 🔄 Adaptability: Thrives in changing environments 🗣️ Strong Communication: Clear and effective in their interactions Ready to find your perfect match? Read the blog to learn how to identify the best talent for your open roles.

There are many interview techniques to evaluate technical skills, but they're not all right for every situation. Get in touch with us to talk more about how we can help you identify what techniques to use for your open roles and what services we offer to help create the process that will land you the perfect candidate.