Trunk-Based Thierry de Pauw’s Post

Want to scale? Stop hiring. True scale means that you're able to create exponentially more outputs with your existing team. Stop bloating. Start turning your business into a lean machine. And get ready to scale.

Scalability in hiring is an important challenge growing companies face. What works when you’re hiring a dozen people doesn’t work when you’re hiring hundreds or thousands. Without scalable processes in place, hiring becomes chaotic and costly. This isn’t just a problem – it’s a roadblock to growth and operational calm.

Phase 3 has been tough 😅, but I love to turn problems into opportunities. And honestly, 90% of them are predictable. - Hiring A-Players: A-Players are non-negotiable. I’ll break this down in an upcoming post. - Expanding Services: It’s challenging to add new services with weroast.design's quality standard, but we’re doing it step by step to ensure our clients always get the best. - Simplifying Systems: Too many agencies complicate things for their clients, which only causes long-term harm. Simple wins, complex fails. Problems → Opportunities → Growth. And we’re just getting started 🙂

I recruited "over-qualified" people to be co-founders. Over-qualified is a threat to the hierarchy in a large corporation; someone with different ideas, deep expertise, and the ability to lead and execute at scale is a disruptor of the status quo and problem for the cash cow milking maintenance crew. In a startup, these are exactly the people you want because they'll invent, improve, and move like lightning. They're creators, builders, producers, and truly a threat to the incumbents. Hiring "over-qualified" people for your business is one of the best ways to ensure you beat the competition and win over customers.

When hiring there are two lines of thinking, one that makes you a lot of money, and the other one that costs you a lot of money. What line of thinking do you implement in hiring? Would you change you way of thinking? Comment Below!!!

I get that you want to hire people that can "hit the ground running". However, insisting candidates have 10 years experience doing exactly the same thing, with the exact same tech/ products, at a "direct competitor" will stifle innovation and creativity. Hiring someone of high aptitude who's excited and motivated (and meets 50% of the criteria) will lead to different questions, alternate ideas and a fresh perspective. Hiring someone who's been doing the same thing for 10 years and meets 100% of the criteria (but is bored) will lead to repetition, stagnation and demotivation. Great people want to be challenged and to learn. Great management want to develop people, push boundaries and constantly challenge the status quo. Or you could just be one of those people who's "always done it this way" Up to you.

Lets all gear up to learn how to handle difficult and time consuming hiring process with few steps..

I’ve got a gripe… is anyone else fed up with these cookie-cutter GTM hiring posts?😒 "Join our amazing start-up. 400k OTE – can't miss. Innovative Security Solutions. A team like family. No micro-management. Incredible share options." Heard that one before? Same old, bland, and played out. 🚩🚩🚩 Here's what a great hiring post 𝑠ℎ𝑜𝑢𝑙𝑑 include: 𝐖𝐡𝐲 𝐘𝐨𝐮’𝐥𝐥 𝐋𝐨𝐯𝐞 𝐎𝐮𝐫 𝐒𝐚𝐥𝐞𝐬 𝐋𝐞𝐚𝐝𝐞𝐫: Our sales leader didn’t just join us on a whim. With a proven track record in [insert relevant industry], they’re known for building winning teams and fostering a culture of success. Their leadership style combines experience, vision, and a true passion for empowering every team member. 𝐓𝐡𝐞 𝐁𝐢𝐠𝐠𝐞𝐫 𝐏𝐢𝐜𝐭𝐮𝐫𝐞: Founded in [year] and backed by [funding amount], we’re not just another start-up. With strong product-market fit, seamless integrations, and successful case studies, we’re on a clear path to becoming a leader in cybersecurity solutions. Our roadmap is built for sustainable growth, and we’re just getting started. 𝐖𝐡𝐲 𝐉𝐨𝐢𝐧 𝐍𝐨𝐰: At this stage of funding, you’ll get in early enough to make a real impact, while benefiting from the stability that comes with a well-funded venture. Our founding team brings together a unique mix of innovation and experience, giving you a chance to work with true visionaries. 𝐖𝐡𝐚𝐭’𝐬 𝐈𝐧 𝐈𝐭 𝐅𝐨𝐫 𝐘𝐨𝐮? We’re offering competitive salaries and OTEs in line with our ambitious growth plans. You’ll be selling to [ICP’s] in [location], with realistic quotas and a strong track record of success. Plus, you’ll be joining a company where your contributions are valued—and rewarded. N𝐨 𝐟l𝐮f𝐟. J𝐮s𝐭 𝐫e𝐚l o𝐩p𝐨r𝐭u𝐧i𝐭i𝐞s...✨ FYI - our limited series 'Cyber in the Clouds' podcast will be airing in the next few days! Stay tuned!🎙 Waqar Mir Jess Hilton Ola Denslaw Joe Farrell Tom Ingram Matthew Doherty Chris Mills Thomas Anthony Lailey de Ville Edward Creedon

Looking to hire soon? Or curious just how profitable (or not profitable) your team is? We're going to be opening a handful of Hiring Audits for business owners over the next few weeks. These are not free, but are less than a new iPhone and will save you from making very costly hiring decisions :) If you're interested, comment "Audit" and I'll message you with the details.

Something to think about