Web Masters’ Post

Why Outstaffing❓ Running a successful business means constantly looking for new talent and opportunities. Whereas the latter come and go, sometimes without us being able to control this process, finding the right talent is what we can manage more effectively. 💯 What is the first thing that comes to mind when we want to add new talent to the existing staff? Right, hiring a full-time employee. However, such an expert can be too much for the staffing budget to handle, especially if you’re an aspiring startup. This is where knowing what is outstaffing may become very useful. 👩💻 👨💻 It provides businesses with the flexibility to access a vast talent pool and fill missing skill gaps in their team. In addition, outstaffing improves the technical capacity of the project with the help of third-party expertise and ensures that a project is delivered on time. 💡

I work with 3 types of companies. 1. The “lean startup” client → Are stuck in the MVP or ideation stage. → Have a limited budget and limited time. → Want to build and launch a product fast. 2. The “Has a product” client → Has their own payable clients. → Prioritise speed other than money. → They want to grow and need more clients. 3. The “Enterprise" or "invested" client → Have reached maturity stage. → Have an unlimited budget but limited time. → Needs an external design and dev powerhouse. You all have 1 thing in common: You need skilled designers and developers to build premium brands and products. But finding and managing good people is hard: You need to make the right hires. You need to onboard fast and efficiently. You need to maximize team performance. You need to have a solid delivery process. You need the right expertise on speed dial. … every weekday. For a long time. It all starts with one right hire. Tip: start hiring people before you need them. You’ll thank yourself when you’re building without stress. PS. How do you pick when to hire in-house and offshore the work?

Before I joined Adaptor, I thought I knew how recruitment was done at startups and scaleups:   🟢 The Founder's network 🟢 Recruitment agencies 🟢 Internal hiring managers   Turns out these options aren't always scalable. When growth is everything, scalable matters.   🔴 Networks are finite 🔴 Agency fees can stack up quickly when you're hiring 4 engineers on £100k 🔴 Hiring managers have their own job to think about   And hiring new talent isn't just running interviews...   💠 What about implementing an ATS? 💠 What about consistent job descriptions, telling the company story, the right branding? 💠 What about the licence costs? 💠 What about training the hiring managers to listen more than they talk?!   The list goes on… Imagine a company that could plug in to your business as the internal talent team. Imagine if they brought the technology, processes, training, licences, job ads, and made it all unique to your business. Imagine the hours you'd save. Imagine if everything they built, and everyone they spoke to - belonged to your business, not theirs. Imagine not having to pay agency fees!   Most founders don't even know this is an option. Did you?   #talent #recruitment #seriesa #seed #preseed #startup

What’s your favourite tech tool? It might be the best webcam you have ever bought? Or an app that you just couldn’t live without? My favourite tech tool has many other benefits, not just tech! She’s also good at making a great cuppa, feeding me with chocolate when I need it, and cuddles! Thanks Jas ShortTech for being my best tech tool 😂 #recruitment #recruiting #talentacquisition #JobSearch #Employment #Hiring

Why you should hire people without tools 🛠️ Sometimes the best talent just needs a shot. By hiring those without their own tools, you’re giving them a platform to prove themselves and work when others wouldn’t give them the opportunity. It’s all about potential, hustle, and having each other’s back. #hiring #contractor #fixnflip #michelettimedia

𝟗 𝐌𝐮𝐬𝐭-𝐊𝐧𝐨𝐰 𝐇𝐢𝐫𝐢𝐧𝐠 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐢𝐧𝐠 𝐒𝐭𝐚𝐫𝐭𝐮𝐩𝐬 Hiring the right tech talent is a challenge every startup faces. Struggling to identify key roles? Attracting top talent? Making quick, informed decisions? Here’s how to navigate these hurdles and build a team that drives your startup forward. 𝟏. 𝐇𝐢𝐫𝐞 𝐟𝐨𝐫 𝐆𝐫𝐨𝐰𝐭𝐡, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐈𝐦𝐦𝐞𝐝𝐢𝐚𝐭𝐞 𝐍𝐞𝐞𝐝𝐬 Don't just fill seats. Think long-term. Hire for roles that fuel growth and innovation. 𝟐. 𝐂𝐫𝐚𝐟𝐭 𝐊𝐢𝐥𝐥𝐞𝐫 𝐉𝐨𝐛 𝐃𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 Be clear and precise. Highlight the skills you need and what makes your culture unique. Attract tech pros who fit your vibe. 𝟑. 𝐓𝐚𝐩 𝐈𝐧𝐭𝐨 𝐌𝐮𝐥𝐭𝐢𝐩𝐥𝐞 𝐂𝐡𝐚𝐧𝐧𝐞𝐥𝐬 Job boards, social media, and niche platforms are the norm. But Technicorns can make this super easy by connecting you with pre-vetted, high-intent candidates. Attend industry events. Build and leverage your network. 𝟒. 𝐋𝐞𝐯𝐞𝐫𝐚𝐠𝐞 𝐀𝐈 𝐟𝐨𝐫 𝐒𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠 Save time and energy. Let AI shortlist candidates so you can focus on those who truly fit your needs. 𝟓. 𝐒𝐞𝐥𝐥 𝐘𝐨𝐮𝐫 𝐕𝐢𝐬𝐢𝐨𝐧, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 𝐭𝐡𝐞 𝐉𝐨𝐛 Top talent wants more than a paycheck. Share your mission. Offer perks like equity, remote work, and growth opportunities. 𝟔. 𝐒𝐩𝐞𝐞𝐝 𝐔𝐩 𝐘𝐨𝐮𝐫 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬 Set clear timelines. Use collaborative tools to keep things moving. Don’t let great candidates slip away. 𝟕. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 Keep them engaged. Communicate clearly and promptly. Make applying easy and feedback quick. 𝟖. 𝐎𝐧𝐛𝐨𝐚𝐫𝐝 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭𝐥𝐲 Be prepared. From day one, have paperwork, equipment, and training ready. Help new hires hit the ground running. 𝟗. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 Invest in professional development. Create a positive work culture. Recognize achievements to keep your team motivated. Want more details? Click the link in the comments⬇️

Early hires can make or break your startup. I am currently in the process of hiring for a full-time role at IgnitedNeurons. Let me tell you... it is not an easy task! When you are building a startup, just one bad hire can cost you time, money, and momentum.  That's why companies like Airbnb took their time -  5 months interviewing their first employee! A bad fit can cost you dearly, just like it did for Zipcar. Their initial marketing hire wasn't a culture fit, leading to wasted resources and a slow start. Here's why a thoughtful hiring process matters:   → Culture Fit:  The right person complements your company culture, not disrupts it. → Skill & Drive:  They bring the skills you need, but also the passion to excel. → Long-Term Growth:  Building a strong foundation with the right people sets you up for success. So, how can you avoid an early hiring disaster?  Here are 5 practical tips: ♟️Define Your Ideal Candidate Who are they? What skills and values matter most? ♟️ Go Beyond Resumes Use interviews and assessments to gauge cultural fit and potential.   ♟️ Invest in the Process Taking the time to find the right fit pays off in the long run. Building a great team is crucial for any company's success. ♟️Test Drives Matter Consider a trial project or freelance arrangement before a full-time commitment. This allows you to assess their fit and skills in a low-risk environment. ♟️ Sell Your Vision, Not Just the Job Attract top talent by showcasing your company's mission and values.   People want to be part of something bigger than themselves.   ♟️Invest in Onboarding Don't just throw new hires to the wolves!   A well-structured onboarding program helps them integrate seamlessly and become productive team members. #comment What are your best tips for avoiding bad hires early on? Follow Utkarsh Narang for daily content on personal and professional growth.

How it started: in the first five years of my career, I placed software engineers at 36 different NYC start-ups. My two best clients hired in the double digits and accounted for 36% of my total placement fees. 80% came from the top 16 companies. Twenty-one of the companies hired a single person from me. How it's going: for the last five years, my partner Ryan Brewer and I (Keen) have worked with just 8 companies. Two accounted for 70% of our revenue, three for 85%, and four for 90%. The other four hired a single person. I'm ecstatic because this is precisely what we set out to do. We despised the agency culture and were convinced that we could do more for our clients (and in turn, for ourselves) by aligning ourselves with just a few teams we believed in. We take great care of our candidates. That's a given. But our mission is specifically to help founders make necessary hires and (hopefully) increase a startup's likelihood of success. To wit, in five years, we've had a single competing offer among our clients. That gave us more heartburn than joy. Most agencies want multiple offers because their goal is to place a candidate and secure a commission. We're more interested in our teams successfully hiring the person we found for them and we prefer not to undermine that effort by introducing competition. This won't make sense to most agency recruiters, and I'm okay with that. It works for us. Founders: if you want someone in your corner, let's chat. We're looking for our next 2-3 long-term partners.

All gain, no pain When it comes to outstaffing talent for your startup, it’s crucial that you find the right agency to find you the right people that would suit your product as well as work ethics. Here at infiniti, we provide our solutions to bridging the expertise gap and finding an adaptable workforce. Just follow these simple 5 steps on your road to epic growth: 1. Start your plan at app.infiniti.stream; 2. Provide infiniti. team with your specific needs; 3. Choose a date for the candidate's interview; 4. Synchronize onboarding procedure; 5. Get improved performance and business cap. Learn more about how to navigate the ever-changing reality of tech by augmenting your team via outstaffing agency at app.infiniti.stream. Remember: in this economy, only the flexible have a chance to win.

Luna was an example of hiring based on a relationship but without going through a structured process... Relationship-based hiring is fine in certain situations, but its imperative that organisations (especially early-stage) maximise their hiring success rates by creating tailored and structured processes in order to ensure the very best talent is hired 💡 Your Remote Tech Recruiter helps early stage Tech companies create and implement robust interview processes so if you want to avoid another 'Luna situation' then reach out... #recruitmentstrategy #interviewprocess #culture