Milly Tamati’s Post

Let's be honest, job titles only tell part of the story. There's a mistake I've seen companies make: they start with the title. They identify a role they want to hire, for example, a Head of Engineering. They kick off a search, post an advert, and even meet a handful of candidates. A few are too senior, a couple aren't senior enough, some aren't technical enough. So they change the requirements. A waste of everyone's time 🤦🏿♂️ The question is, would you write the title and then the story, or would you write the story and then the title? Before picking a title, get clear on: ➤ What a person needs to accomplish in the role ➤ The key problems you're trying to solve by hiring for this position Here's an example for a Head of Engineering position: ↪ We're looking for someone to lead the development of our new payments platform ↪ They will have full management responsibilities for a team of 6 Software Engineers initially, and will scale the team to 20 within two years ↪ Initially, hands-on 70% of the time, reducing as the team grows during the next two years The increased clarity means people can judge the alignment of a role based on the mission and objectives rather than simply the title. It also saves everybody a lot of time! #Hiring #Engineering #Leadership #Recruitment #HiringAdvice Kioni Talent

Important information on hiring trends, especially if you're a software engineer or in engineering leadership. For all job seekers, this is the time to get clear on career goals, be ready to articulate how you make an impact, and reach out to actual humans to make connections.

"...purchases on our platform mirror what’s going on in the broader market and effectively give us insight into hiring trends." Aline Lerner of research partner interviewing.io captures an advantage for conducting rigorous research with tech platforms. Our partners have incredible reach and high-dimensional, real-time data. With Aline's savvy analyses with complementary datasets from TrueUp, Layoffs.fyi, Comprehensive, and more, she puts together compelling predictions for tech sector hiring in 2024. Dive in, friends. Incredible! #dataanalysis #tech #techcommunity #techjobs #predictions

Not to rush you, but... Your buyers aren't going to wait around for you. When they get a new job, they're looking to buy the right tech right away. And they're spending 70% of their budget in their first 100 days. Automating job change tracking will make sure you're the first to reach out to them when they're ready to buy. #OutboundSmarter

We don’t just hire for talent ❌ We hire for culture ✅ And trust me, our hiring process is very deliberately designed to test whether someone has the kind of values that align with ours. Our values? 🙋 Own it ↳ Integrity is critical we jump on problems without being asked, share updates openly, and follow through on commitments like our reputation depends on it - because….. it does. 🚢 Ship it ↳ We’re not afraid of the “send “button, perfection is the enemy of progress, get value into customers’ hands today. Listen, learn and iterate, time to hit that “send” button again. 🤩 Don’t be boring ↳ Not being boring means challenging ideas, bringing your whole quirky self to work and pushing boundaries - it’s an ever present push to innovate. Having a team with a growth mindset is a really, really critical part of our business model and these are the kind of people we need on board with us. If you’re all about personal and professional growth, you’re hungry to get on board with a team that always strives for creative ways to get better answers quicker, maybe Fifth Dimension AI is the place for you. Probably a good time to mention we’re hiring a Founder’s Associate! If you want to be an early hire at a well-funded startup that's really going places, check out the link in the comments!

Hiring people is an art! However, many aspects of it can still be streamlined. Do you want to know which ones? Do you want to improve your conversion rate? You need to consider these categories and assess candidates accordingly: - **Culture**: Culture can't be taught, so it's better to hire someone who aligns with your existing culture or risk finding someone who might behave unexpectedly. - **Team Player**: Hiring a brilliant jerk could be the worst decision you make for your team. Ensure you feel comfortable with the candidate during an informal conversation. - **Stack**: Do you want to pay for the candidate to learn your technology stack or just the product? I would prefer the latter! Be specific about what you want and need. - **Technical Excellence**: Do you need the candidate to be an expert or to be smart and able to learn, iterate, be flexible, and deliver? Experts excel in one area because they have extensive experience in it. Consider whether you are innovating or just building. - **Ownership & Accountability**: Consider how much responsibility you want to give the candidate. Too much ownership creates dependency, while too little requires more management. Find your balance. And don't forget to take into account developer preferences as well. Good developers are still in high demand, and the best ones want more than just money! #Hiring #SoftwareDevelopers #Recruiting #Interview #TechLead

There’s no excuse to work for sh*tty companies and act like you didn’t know in 2024. Here’s how to uncover the BS before you join, not after. •Check RepVue for intel on quota attainment, product-market fit, etc •Reach out to existing employees in same role to see if they’ll answer a few questions via call or chat. Someone is bound to say yes. •Ask tough, important questions in interviews. You’re interviewing them just as much as they’re interviewing you. •Be patient. Don’t ignore red flags for dollar signs. •If they have an app, check App Store/Google Play reviews. Do their users even like the product? •Do they have any reliable/recent recognition? G2, Capterra, Gartner, etc. •Funding? Different types of pressure on a sales org with different types of funding. Are you ready for it? Does it align? •Find 2 people who used to work at the company. Ask them about it. These are just a few ideas to get you started. At the end of the day, it’s up to you to determine what is/isn’t a good fit. Just know… If you go to a company that sucks and something bad happens, that one’s kinda on you. Don’t go to a company that sucks. Here’s 170 companies hiring right now that probably don’t - but that’s up to you to find out. https://lnkd.in/e7Es3THn #hiring #sales

We are hiring. 😃 It is also a time when many people are seeking roles. I am frequently asked about the skills needed to join us or other agencies, and people tend to lean towards the technologies, software, or more functional parts of what we do. The reality is we hire as much [or in many cases more] for the person as we do for the specific skills. Skills can be taught, and roles, technology and systems change. However, we believe that the strength of our team lies in the diversity and richness of our team’s traits. We love people who are:  1. Optimistic.  2. Empathetic.  3. Open-minded.  4. Passionate.  5. Curious.  6. Additive.  7. Imaginative.  8. Problem solvers.  9. Self-assured. 10. Progressive.