TRAILS’ Post

Barbie v Oppenheimer: Who would you hire? You've got to build a team fast and you need a leader who will attract diverse talent with amazing problem solving skills, creativity, and expertise. What do you look for? -- Has had broad domain experience and many roles -- Has had a distinguished academic career -- Has startup experience or has seen a company through IPO -- Is connected with extensive personal and professional networks -- Willing to travel and possibly relocate -- ??? comment below! #barbenheimer #airecruitment #leadership Ask Findem to build a targeted search for your next team leader!

Hiring for leadership roles is a unique challenge. You're told to look for: - Previous high-ranking positions - A plethora of qualifications - Extensive networks However, what truly matters is: - Emotional intelligence - Vision alignment - Proven problem-solving Hiring leaders isn't about status or titles. It’s about inspiring trust, driving change. Lead by example, not by rank.

Would a COO help you as you scale? Maybe to streamline operations and improve productivity? Or to ensure your company culture stays aligned as you grow rapidly? Perhaps it's the strategic leadership hire you need to compliment you as CEO? We've recently completed a hiring campaign for a Chief Operating Officer, and there's several high calibre people emerged from this who are looking for their next career move. If you're thinking about a COO hire this year and want to explore more about what you need and what's on the market, drop me a message with COO in it. #hiring #COO #scaleup

VP+ Product Leaders, being "strategic" is not enough anymore. I've been through interviews last quarter looking for a new adventure and something I wasn't expecting (at least to this extent) is how much focus there was from hiring companies on execution. Let me explain... I started a bunch of conversations for senior product (Head of/VP+) roles. These companies were looking for senior people who could craft a compelling vision, coach teams and deliver on business outcomes. So far, so good. But what I wasn't suspecting in the interviews was the level of detail they ALL wanted when it came to execution at an operational level. Put simply "show me you know how to do this end-to-end if you were a 1-person team". Word to the wise: if you're looking for a senior product role, be ready for this. In this climate, companies are looking for leaders who can straddle both the strategic and tactical within the same day. Time to roll these sleeves up y'all! #productmanagement #careers #jobhunt

🌟 New Month, New Opportunities! 🌟 As we step into June, we're not just welcoming a new month but also marking the halfway point of 2024. This is a crucial time for businesses to reflect on their progress and realign their strategies to meet year-end goals. If you haven't already, now is the perfect time to consider hiring an Executive Assistant. An EA can be the game-changer you need, providing critical support to help streamline operations, manage priorities, and ensure that your leadership team can focus on what they do best. 🔹 Enhance Productivity 🔹 Improve Time Management 🔹 Streamline Communication 🔹 Boost Efficiency Let's make the second half of 2024 even more successful! Let's talk about how I can support your goals and drive your business forward. #Hiring #ExecutiveAssistant #Leadership #Productivity #BusinessGrowth #YearEndGoals ✨ Here’s to achieving more together! ✨

This is a solid list of interview questions for hiring people managers. Getting to the core of how a candidate leads is crucial because bad hires are way too costly. Thanks for sharing, Gokul Rajaram!

It’s time to hire seniors. Your company is growing, and you’re leveling up your processes, products, and now people. Your venture used to think exclusively in terms of building, launching, and growing products. Now you’re talking about M&A, licensing, and divesting parts of your company. This is a really good time to be adding expertise and expertise to your roster. I’ve seen it time and again. . Leaders miss targets, develop new passions, culture becomes stagnant. People are let go. A team organically sheds people and hires more seasoned operators. You check in with your key leaders and find out that your teams with more or all seniors are killing it. And then you feel it. Relief. This is a time proven best practice. As soon as you can, start hiring seniors. #hireseniors #performancecoaching #leadershipinsights

If you go to the effort to hire a kick-ass Product Leader, give them room to do their thing! Nothing kills a Product Leaders' desire and motivation more than a lack of autonomy, responsibility, and trust. Product Managers work across many teams and if they experience more of a macro-management type environment, they can be more productive and enjoy what they are doing. I hear from Product Leaders on a regular basis who tell me that their company has hired them, but keeps them on a short leash or is watching over their every move. This is not just a waste of time, money, and resources. It's a waste of talent too. Understanding the Product Leaders' strengths and development areas is critical to feeling comfortable about relinquishing responsibility and empowering them to add value. #productmanagement #hiring #recruitment

What’s MOST important when hiring executives? Last week we hired John Carney as our first CRO (welcome to Smoothstack, John!) and the experience reminded me of a few competing priorities when it comes to hiring executives: 👇🏽 WHAT THEY CAN DO 👇🏽 They need to have the right experience for the role. This includes the functional expertise needed to make the right decisions and the leadership skills needed to get their employees onboard and moving with them. 👇🏽 WHO THEY ARE 👇🏽 They must have qualities and soft skills that complement the rest of the leadership team. They’ll need to build trust and a strong working relationship in order to contribute meaningfully to the group as well as get buy-in from their C-suite peers for their initiatives. 👇🏽 HOW THEY OPERATE 👇🏽 They should embrace your mission, vision, and values. While each executive is responsible for a different operational area, they must all be moving in the same direction, at the same speed, towards the same goal. Yes, hiring someone who is 3 for 3 can be a tall order. But taking your time to get it right could make all the difference for your organization. I’d love for you to weigh in! Any of these stand out as MOST important? #Hiring #Executives #Leadership

Instead of making them their Number One, they either keep them in a limited role or outright reject them from joining their team. (This happens all the time in retail)... Contrarily, A great leader is brutally self-honest with themselves to admit that they suck at something, and then proactively fill the room with smarter / more qualified people than they are at said roles. Where would Kirk be without Spock? 🖖 So if you're looking for new talent, and you get someone with more experience than you who wants to work in the role your hiring for, hire them! They will be of great value to you and your company goals! #Leadership #Wisdom #Experience #Hiring #TalentManagement #TeamBuilding #StoryscapeDesign