Mucker Capital’s Post

Full-time staff are way more expensive and risky to your company in the startup phase of business. Don't do it. Find a fractional solution for various departments, that can also be customized enough to match your existing internal resources. I've seen so many startups just shred money on full-time/part-time staff before their company was ready for hiring. It's one of the fastest ways to fail financially, even if well-intentioned. How do you know your product-market fit is strong enough to sell well and consistently? How do you know you need a staff member's full day of labor month-to-month? What makes you think one particular #sales strategy will work, when almost no regular revenue method has been tested/proved in your organization? Sales Partner For Founders exists to provide fractional programs across departments for #startups. Launching our fractional ops program this year, alongside our sales solution. Stay tuned. #founders

There are 3 secrets second-time founders know about hiring... That first-time founders don’t know... Here they are… 👇 → Second-time Founders: Never hire onsite if remote is an option. → First-time Founders: Limit hiring to within a 30-mile radius. → Second-time Founders: Value the power of diversity. → First-time Founders: Seek candidates similar to themselves. → Second-time Founders: Focus on pre-vetted talent to save time & money. → First-time Founders: Focus on the least expensive hiring options, losing time & money. You’re working so hard to make your startup successful. Learn from those who have been there already; make your founder’s life a bit easier. What other things do second-time founders do that first-time founders don't? #Hiring #RemoteWork #Startups #Entrepreneurship

In 2024, attracting people to work at early stage startups is much harder than at publicly traded companies! Sadly start up leaders have burnt that trust over the past few years… I know we don’t want to hear or admit that but it’s true! Having hired 1,000s of people across sales, marketing, sales development, and operations at seed stage start ups to large $10B+ publicly traded tech companies - people come in much more skeptical to a startup interview! When interviewing for a public company you can look at public financials, see how fast revenue has been growing, see how much cash is in the bank, and what the main areas of focus are from recent earnings calls. This makes it much more difficult for leaders to lie or deceive new hires! At a start up, you have no idea how much money is in the bank. At a start up, you have no idea if it’s just one great quarter that they are basing your quota off of. At a start up, you have no idea if the Cap Table is so messed up that even an IPO will not lead to a success exit for you and your family financially. If you are hiring at a start up, they are trusting you! They are joining because of you, and you need to take that responsibility! You might feel that the hiring market has swung in favor of the employer and hiring manager, but it’s always an employee market for the top talent! Always. #hiring #startups #publiccompany #interviewtips

The biggest growth hurdle for startup success isn’t (a lack of) funding! It’s the cost and the challenge of FINDING THE DREAM TEAM! And loads of founders struggle with this.... Everything from business context, growth outlook and the actual hiring experience matter, and top professionals are evaluating all these and the founders. Sometimes, it's the right chemistry and finding the right fit. Plus, having a #talentpartner who amplifies your Startup’s worth - and appeal - is valuable! At Maroon Oak, we are the trusted connectors between companies and candidates, and we bring strong networks and relationships! Whether you’re growing your team or a VC hiring for portfolio companies, we can help. Connect with us for your hiring needs or an info session to how to attract the best hires! Let's chat -> Aditi Bhargava Tandon, Pooja Krishna https://lnkd.in/epTjUepN #startups #hiring

People who work for start ups are wired differently. Personal opinion, but here's why: They know there’s risk. They know there’s nowhere to hide. They know there are new things they’ll have to figure out. They know their contribution directly impacts business success. The ultra ambitious know the above. And think “what an opportunity” Start up roles are super varied, you learn loads. You get to work side by side with ambitious founders. You’re constantly out of your comfort zone, and that builds confidence. You’ll feel the achievement when you watch that business scale, knowing your work contributed big-time. As the business scales up, so does your experience. So does your career. It’s a buzz like no other, if you’re wired that way. I’m working with a rapidly scaling SaaS business who are about to bring in their first FC. If you’re reading this thinking “thats a bit of me”, get in touch.

This is one of the most common problems while building a startup, where you get rejected by the employee for numerous reasons. We had a one-on-one conversation with people/employees and got to know, that they are ready to understand the vision and company's mission, but if they are putting in their 9 hours right away, is it getting noticed? Every employee is not looking for a startup hustle, many are looking for security, the more we go towards higher age groups for hiring, they have a family to feed, and they need assurance from the company which they can give to their family too. The concept of startups failing, unnecessary ESOPs, Stock holds, inflated CTC, and in-hand different payment terms, are all fears that are very common with every person looking to join a startup or a company. We created an environment - of personal discussion and understanding of the goals related to every employee's life, and what they are looking for, which not only solves such fears but also makes sure they have that 110% trust while working in DMS Designs - Branding Agency & Creative Consultancy

🚀 Scaling a startup isn't just tough—it's a race against time 🚀 Your growth shouldn't be hampered by slow hiring processes. That's why I've taken a hands-on, embedded recruitment approach that accelerates your hiring and cuts costs. Whether you need to fill 3 critical roles today or are planning for 50 new hires post-funding, I've got you covered. With my Director-led service, you’ll build the right team to fuel your growth! Without breaking the bank Let’s connect to discuss how I can help you scale efficiently. You focus on driving your business forward—I’ll handle the rest Let me know in the comments how I have helped you this last year. Lets see how long it takes me to edit the above line out 😂 #thiscouldcrashandburn #startups #recruitmentlife #recstrategy #hiring

Don't let your hiring plans stall with EOFY! New budgets are arriving, and with July 1st fast approaching, now's the prime time to get a head start on recruitment. By bringing new starters on board early in the new financial year, you'll hit the ground running and avoid delays on those game-changing projects. ✨ Ready to supercharge your business growth? Swipe for tips on hiring ahead of the curve! ➡️ #EOFYPlanning #HiringTips #TechRecruitment #ScaleUp #SydneyJobs #Startups Piero Sansone  Sam Elderfield

An overlooked reason start-ups struggle to hire? They assume they can play in the same sandbox as companies a bit further along the growth curve. They want to hire those with "proven early-stage" pedigrees, but they lack the brand reputation, historical data, or clear indications of long-term impact on their customers. This might make sense for founders with prior successes or top-tier investors, but this often places too much focus on past accolades versus current state. Remember, the new company is JUST getting started. So, what’s the alternative? Be willing to recruit talent with narratives to date built in unknown companies - who may be more hungry, ambitious, and eager to prove themselves than you could possibly imagine. Move past the notion that you need talent who’ve already seen your next stage of scaling, and you may better set to find folks who can actually get you there. #startups #hiring

A Founders Hiring Reality In the early days of a start-up, hiring can be a real juggling act. At the surface level you have to master the balance across time, costs and quality. All equally crucial! ⏳ Time - With limited resources and likely no internal HR/Talent function, spending the time to write ads, read CVs and reject applicants at the basic level, can cause huge delays to your product progression. 💷 Cost - Most start-ups run a tight ship financially, every penny counts. Finding awesome early stage staff is one of your earliest and arguably most crucial investments. Either overpriced agency fees or overinflated salary can cause longer-term issues. 🌟 Quality - Cutting corners just isn't an option. You need skills that can contribute from day one and the right person that aligns with your culture and growth. Tricky pairing to find. At middle, we get it. Curious about how we've mastered all 3 of these with other start-ups? 👇 Let's connect and chat more! [Calendly link in comments] #TechHiring #Startups #Innovation