SaaStock’s Post

I refer to our clients as partners. It mirrors our commitment to collaboration. Helping leading growth startups and corporate teams get the right talent onboard is our business. But I know that truly helping companies succeed goes beyond that. When we collaborate, we go all in. Over the last years we've:  → connected corporates to venture studios → helped founders hire co-founders → introduced startups to VCs → helped agencies win work For me, it's much more than semantics. It's about partnerships for longterm success. PS. Interested to hear more about how we approach building teams for leading growth startups, corporate teams, and studios? DM me.

Our team loves partnering with founders to make smart hires. Get to know a bit about Greg Valentine and Krista G.. We work 1-1 with founders and see ourselves as an extension of your team. We learn your unique company values, goals, and WHO will fit well with you long term. We've helped 300+ founders hire around the globe and are ready to partner with you. 🤝 #founders #saasgrowth #startupgrowth #buildingteams #thoughtleadership #saas #startup #seriesA #bootstrapped #remote #recruitingagency #recruitingpartner #startuprecruiting #saasrecruiting

Good post on why you need CROs that have 0->1 startup experience. Finding those first few customers with no data about what their profile might be is an intuitive art. Same can be said for CTOs. Big company CTOs will fail at a small company because there is no data to support meaningful OKRs or KPIs about what to build, how to build, when to build; it's really about having gone from 0->1 before.

Startups should hire startup people and really need to fight their instincts to fall down into the prestige or logo hire trap. First time founders struggle with this and even experienced founders sometimes get blindsided by their org heads doing this. At first glance it makes all the sense in the world to hire from a logo. If they could do it there, think of what they could do here?! Investors will like the glam. Clients too! We could write a press release! This kneejerk forgets the budgets, admin and operational staff support, internal tooling and infrastructure and just massive scale of institutional knowledge that you pull out from under these hires like a rug when you hire them on to your startup. It. Never. Works. They likely won't like the move from over-resourced to under-resourced work. Everyone will end up unhappy.

🚀 Embracing Fractional Revenue Operations: A Practical Solution for Startup Efficiency 📈 In today's startup world, cutting costs is crucial. Layoffs happen, but they often leave companies short on expertise and resources to make necessary changes. That's where Fractional Revenue Operations comes in. It's like having a full team of experts—Marketing Operations, Sales Operations, Business Systems, analysts—without the hefty price tag. These fractional teams sit lower on your P&L. This approach isn't just a quick fix for tough times; it's a smart strategy for long-term success. By using fractional teams, startups can streamline operations, use data to drive decisions, and stay ahead in a competitive market. Let's face it: startups need to adapt to survive. Fractional Revenue Operations isn't just a trend—it's a cost-effective path to profitability. #RevOps

Reflecting on My Journey in the Startup World Over the past 8+ years, I've had the opportunity to work with three different startup companies. While these experiences have taught me invaluable lessons in business development, sales, and marketing, they’ve also revealed a darker side of the startup ecosystem. Unfortunately, many startups push their workforce beyond reasonable limits, expecting extraordinary outputs while failing to recognize or reward the scalable contributions that employees make. Worse still, massive layoffs often occur without considering the dedication and exceptional performance of their teams. It's a reminder of the importance of valuing and sustaining the people who drive business success. Moving forward, I'm more committed than ever to advocating for fair practices and fostering environments where hard work and innovation are genuinely appreciated. #StartupLife #BusinessDevelopment #Sales #Marketing #WorkCulture #EmployeeValue

Last week, I sat down with a number of SaaS Startup CEO's and discussed several, impactful items that we all felt were potential drivers across their businesses. It is clear that the appetite to buy software has resurfaced in the market but navigating a repeatable, cost-effective, scalable GTM approach in 2024 has been a challenge. Aside from the above, the most recurring theme discussed was clearly evident... It is difficult to find and retain top-level talent. Many factors influence the hiring approach / process / criteria and end result these specific individuals were looking to gain which caused a pretty exciting session! If you are a SaaS Founder / CEO / Executive and are looking to simply strategize on building your teams / business, we are happy to have a more casual conversation about it as this is an area where we have significant experience here @ Hire With Jarvis. Truly pumped to be immersed in the SaaS Startup world and looking forward to meeting more of you hopefully in-person soon! #SaaS #Startups

Scaling your startup involves more than just dreaming big 🚀 Below are a few common things I've taken away from my discussions with Scale-ups: - Strengthen Your Foundation: Ensure your infrastructure is built to support rapid growth and future demands. - Streamline Operations: Move from makeshift processes to efficient, documented, and automated workflows. - Future-Focused Hiring: Recruit talent with skills for tomorrow's challenges, not just today's needs. - Maintain Customer Focus: Keep your customers at the core of your strategy, even as you expand. - Continuous Improvement: Regularly assess, gather feedback, and adapt to stay on track. Scaling is exciting but requires careful planning and execution. 🌱✨ Anything else to add? #ScalingUp #StartupGrowth #BusinessExpansion

❗We should spend more time talking to our team members. Many failures arise from founders not focusing enough on people. Either the team is not well rounded, CEO doesn't have particular people skills, or expectations are misaligned. Sometimes even the vision of how the company will look like after a couple of years differs between the co-founders. This is relevant for any company, but with startups it's much more evident, because they need to spend much more time figuring out relationships between each other, the roles, responsibilities, etc. A really good thing to focus on and talk through in teams are expectations. ❓Ask simple questions to each other: "What do you expect of me?" "What do I expect from you?" A lot of tension and problems arise from miscommunication, lack of information and basically differences in vision, which can easily be solved just by talking through and making clear what you are expecting from each other. #CommunicationKey #TeamTalks #StartupDynamics

How can startups structure their teams for high growth? 🚀 Whenever a startup takes off, one of the challenging aspects founders often grapple with is organizing the team for scale. Here are a few insights learned from being a three-times founder and CTO: 1️⃣ Hire for growth: Include individuals who not only perform well in their current roles but also show potential to manage future responsibilities as the team expands. 2️⃣ Foster transparency: Transparency builds trust and confidence among team members, essential for any growing company. 3️⃣ Don't fear hierarchy: While flat structures can work in very early stages, some form of hierarchy becomes inevitable as the team grows. Remember, building a scalable team isn't a one-time thing; it's an ongoing process that requires continuous revisiting and adjustment. Embrace it!