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I'm hiring a Head of Marketing to join the exceptional and cool leadership team at ThinkUp (based in Israel). -- Three things to know before diving into the JD in the comments: 1. The person who takes the reins of marketing here should have a deep background and extensive experience in PMM 2. Experience in PLG and working in startups that are B2SMB or B2C is a must. Not B2B 3. There’s a possibility that we might work together in the future. Currently, I'm assisting them with the recruitment process, and it might develop into advisory activities. So, if you’re submitting your CV, keep this in mind 😉 -- The team here has built a platform that supports entrepreneurs from the idea stage, through building and executing GTM, to growth in all aspects of their venture creation. - When do you need a partnership agreement, and what does it look like? - How do you recruit a CFO, and when? - Which CRM should you use? - What does a product roadmap look like? And many more questions that challenge new entrepreneurs — all solved on the platform in a custom journey built for each user and team. More about them and the role in the comments. Reut Peleg Barzilai Ohad Shaked #MarketingLeadership

#searching for a Co-founder 🕵️♂️ Requirements: 1. Vision 👓: Must share a clear and compelling vision for the company's future. 2. Adaptability 🎭: Should be able to dance through uncertainty and pivot like a pro. 3. Complementary expertise 🛠️: Bring skills and knowledge that complement mine like peanut butter and jelly. 4. Communication skills 🗣️: Must chat, collaborate, and communicate like a seasoned talk show host. 5. Commitment 💪: Show dedication to success like a dog chasing its tail. DM Fast! 🚀 #hiring

DVA is not associated with this job post. Sr. Manager, Product Management - India https://lnkd.in/g_WuYgRY In this Leadership role you can expect to: Manage a growing group of product & design people, helping to define and plan for sustainable growth and personal development within your team. Work with many different internal teams to figure out the best way to communicate within the company and to our customers. Own the strategic direction of your group, and be able to regularly present it to leadership and customers. Help build processes to prioritize customer, community and internal feature requests on multiple projects... #innovation #management #digitalmarketing #technology #creativity #futurism #startups #marketing #socialmedia #socialnetworking #motivation #personaldevelopment #jobinterviews #sustainability #personalbranding #education #productivity #travel #sales #socialentrepreneurship #fundraising #law #strategy #culture #fashion #business #networking #hiring #health #inspiration

🚀 Attention Startup Founders! 🚀 Thinking about hiring a VP of Sales and having them double as a sales rep? Think again! Here's why you shouldn't: 1. **Different Skill Sets**: A VP of Sales is a strategic leader, focused on building and scaling the sales team, setting long-term goals, and driving growth. A sales rep is on the front lines, closing deals and directly interacting with customers. Combining these roles dilutes their effectiveness. 2. **Time Management**: A VP needs to invest time in high-level strategy, coaching, and scaling operations. Expecting them to handle day-to-day sales tasks distracts from their core responsibilities. 3. **Team Morale**: Mixing roles can confuse and demotivate your team. Clear, defined roles ensure everyone knows their responsibilities and can perform at their best. 4. **Growth Potential**: A VP focused on strategy and leadership can drive exponential growth. Asking them to also be a sales rep limits their potential to innovate and expand your sales strategy. The solution is hire Fractional for your first VP of Sales. This will provide cost savings while allowing them to develop your first sales reps and providing the right plan for growth 💼💪 #Fractional #GoFractional #StartupTips #SalesLeadership #GrowthStrategy

I hired a COO. Why is my hair still on fire everyday? As a founder, you work your a$$ off for so long. And if you’re lucky, you reach a point when you’re ready to scale. At this point your life could (at best) be described as organized chaos. But great news, you’re ready to hire a COO and you’ll get your life back. Right? If you’re expecting the chaos to go away, it won’t. But you can absolutely put your business in a position to stabilize and accelerate. And create the space for you to focus on strategy and supporting your team. Here are the considerations that matter: 1. Be clear on what their role is: → do they own the GTM functions or not → VERY few COOs can lead GTM teams - be thoughtful here → can they run OKRs and strategy execution 2. Validate, in advance, their ability to drive a scorecard that actually works: → a focus on activity KPIs vs outcome KPIs → someone that isn’t afraid to hold people accountable without using fear as a tactic → has a clear understanding of how product & GTM connects to customers 3. Make sure they want the role (nobody seems to talk about this): → are they excited to drive the results and build with you? → or do they want your job? → sometimes COOs are wannabe Founders that weren’t prepared to take the risk Find the right person and set them up for success. The right COO can absolutely accelerate your business and reduce the chaos in your life.  Last thing: It’s never too late for a COO. It can absolutely be too early. Ask for help on timing.

Certain sectors have been hit hard lately. Hiring managers need to think outside the box and make some moves. If you are looking for some of the top sales and marketing talent right now, you should consider from the large pool of qualified people laid off from B2B tech and other industries that have a downturn. Ready Set Exec has been able to place some of these top performers in other verticals because the skill sets of building a sales pipeline is largely the same across industries. The tactics and methodology may have slight industry specific quirks that they will need to adjust to, but a skilled GTM exec can quickly pickup what they need to. For example, for consumer goods you will use Tiktok and Instagram, but for B2B you may use LinkedIn. Both are social media channels and the fundamentals are the same. More focus on the skillsets/experience and less thinking about "our industry is special and unique" is needed right now. There's some real superstars out there that can be scooped up. #sales #marketing #hr #operations #hiring #ceo #founders

🚀 The VP of Sales Dilemma! Is this the hardest position for a startup to hire? 🔍 Over the past decade, my teams and I have embarked on the quest to find the perfect VP of Sales for high-growth SaaS startups. But here's the twist - too often, we've been called in to fix the aftermath of a misguided first hire. Why is this pivotal role so tricky to nail? 💡 The VP of Sales should be your startup's growth engine, but timing is everything! Hiring too early, before solid revenue or market fit, is a recipe for failure. Founders, we get it – it's tough to let go. But success comes when the business is truly ready to grow. 🎯 The hiring conundrum: Don't compromise on the right fit! Many companies sacrifice experience or competence for industry expertise and vertical knowledge. Let's flip the script – prioritise leaders who've successfully built and scaled teams. Domain knowledge is a bonus; the real stars have a track record of success, at a similar stage and scale of growth. 🤔 Is the first VP of Sales hire the ultimate hiring challenge, and what do you believe are the key pitfalls? 💬 #StartupSuccess #SalesLeadership #vpsales

Ever thought of hiring an athlete for your sales team? There’s a winning reason why you should. Athletes have something special—they're not afraid of a challenge and they play to win, making them perfect for the unpredictable world of startups. They know how to handle losses, learn from them, and come back stronger. In the sales arena, this resilience translates to relentless pursuit and innovative strategies to close deals. So, maybe it's time to scout talent from the sports field to the sales floor.

Hiring talent has become a proactive sport. Any employee who meets your ideal AVATAR most likely already has a job. You need to keep a pipeline – that is right – a pipeline just like you have for your sales team. A list/pipeline of employees you would like to have on your team. So, for every open position, you should have three qualified candidates you are considering to fill that role. You need to have a pipeline that is active, robust, and proactive. #thriveinuncertainty #hiring #sales