Zanda’s Post

What's emerging as the recurring factor causing candidates to fall behind in the interview process for C-suite Finance Leader roles at start-up tech companies in New York? 💥 The biggest reason? Many candidates are missing the mark when it comes to showcasing their ability to be "scrappy" and comfortable wearing multiple hats. 🎩 In the fast-paced world of start-ups, adaptability and versatility are key. Finance Leaders must be agile, ready to tackle diverse challenges, and pivot strategies at a moment's notice. 🌱 Why is this skill set crucial within a start-up? Because start-ups operate in dynamic environments where resources are often limited, and the ability to juggle various responsibilities is essential for driving growth and success. ✨ Below are several example ideas that may assist you in refining your responses to demonstrate your "scrappy" nature: ✔Describe a situation where you successfully reduced costs or found creative solutions to budget constraints. For instance, maybe you implemented a more cost-effective software solution, negotiated better terms with vendors, or streamlined internal processes to save money. ✔Highlight instances where you juggled multiple responsibilities simultaneously or adapted quickly to changing priorities. This could involve managing various projects simultaneously, stepping in to cover for team members during their absence, or taking on additional duties outside your job description. ✔Share a story where you demonstrated your ability to think on your feet and solve problems efficiently, especially in high-pressure situations. This could involve resolving a critical issue that threatened a project deadline, troubleshooting technical problems with limited resources, or mitigating risks during a crisis. ✔Showcase your entrepreneurial spirit by discussing initiatives you spearheaded or opportunities you identified to drive growth and innovation within your previous roles. So, if you're a Finance Leader eyeing a role in a New York start-up, remember to emphasize your scrappiness and versatility in interviews. It could be the game-changer that sets you apart! 🎯 #FinanceLeaders #StartUpLife #NewYorkTech #InterviewTips #CareerSuccess

🚀 Only Mediocre Companies Think New Hires Will Save Them Molo Finance just hired Smith as Senior BDM. Big news, right? WRONG! 🤦♂️ Don't get me wrong—bringing in talented people is great, but here's the hard truth: a company that relies solely on new hires to ignite growth is already on shaky ground. If you're pinning your hopes on one individual to "save" the company, you're doing business backward. 👎 Here's why that mindset fails: 1️⃣ **Team Synergy Beats Lone Stars:** One person, no matter how incredible, cannot transform a business if the team and culture are broken. Real success comes from cohesive team efforts. 🌍 2️⃣ **Process Over People:** Innovative processes turn vision into reality. Focus on exceptional frameworks and the results will follow. Hire smart individuals who can enhance these processes, not the other way around. 3️⃣ **Technology as a Catalyst:** In 2023, staying competitive means employing cutting-edge tools. For example, leveraging Finotor for financial analysis can provide insights that no single hire can achieve alone. Tech + Talent = Transformation. 💡 4️⃣ **Leadership and Vision:** An inspiring vision and decisive leadership trump any individual hire. They set the direction and create an ecosystem where talent can thrive. So, kudos to Molo Finance for bringing in Smith, but let's not forget: No single warrior wins the battle; it's the strategy that conquers. 🏆 What strategies do you use to foster team synergy and implement game-changing processes? Drop your thoughts below👇 Franck BRUNET ---------------------- Liked this post? Want to see more? Ring it on my profil 🔔 Connect with me 🔝 Follow me: #franckbrunet #finotor

🚀 Only Mediocre Companies Think New Hires Will Save Them Molo Finance just hired Smith as Senior BDM. Big news, right? WRONG! 🤦♂️ Don't get me wrong—bringing in talented people is great, but here's the hard truth: a company that relies solely on new hires to ignite growth is already on shaky ground. If you're pinning your hopes on one individual to "save" the company, you're doing business backward. 👎 Here's why that mindset fails: 1️⃣ **Team Synergy Beats Lone Stars:** One person, no matter how incredible, cannot transform a business if the team and culture are broken. Real success comes from cohesive team efforts. 🌍 2️⃣ **Process Over People:** Innovative processes turn vision into reality. Focus on exceptional frameworks and the results will follow. Hire smart individuals who can enhance these processes, not the other way around. 3️⃣ **Technology as a Catalyst:** In 2023, staying competitive means employing cutting-edge tools. For example, leveraging Finotor for financial analysis can provide insights that no single hire can achieve alone. Tech + Talent = Transformation. 💡 4️⃣ **Leadership and Vision:** An inspiring vision and decisive leadership trump any individual hire. They set the direction and create an ecosystem where talent can thrive. So, kudos to Molo Finance for bringing in Smith, but let's not forget: No single warrior wins the battle; it's the strategy that conquers. 🏆 What strategies do you use to foster team synergy and implement game-changing processes? Drop your thoughts below👇 Franck BRUNET ---------------------- Liked this post? Want to see more? Ring it on my profil 🔔 Connect with me 🔝 Follow me: #franckbrunet #finotor

🚀 We’re Hiring Now! 🚀 We’re currently hiring for a pivotal leadership role at Scholars of Finance—to scale our funding from $2M/yr to $10M/yr to expand our impact on thousands of future finance leaders. Know someone who could be an amazing Director of Development? We’re looking for a rockstar fundraising leader who can help run our fundraising engine while inviting new donors to join our mission. The ideal candidate has worked in finance, has sales, partnerships, or business development experience, and has done nonprofit fundraising, whether full-time or as a volunteer or board member. Scholars of Finance is on a mission to inspire character and integrity in the finance leaders of tomorrow. We invest in undergraduate students through leadership development, mentorship, and the active support of purpose-driven investors and executives. Whether they’re pursuing roles in Venture Capital, Private Equity, Asset Management, Investment Banking, Retail Banking, Corporate Finance, Impact Investing, or FinTech, we’ve impacted more than 3,300 students across 60+ universities since 2019 and we’re just getting started. Our Partners include BlackRock, Goldman Sachs, Morgan Stanley, Blackstone, Insight Partners, and U.S. Bank. And we’re grateful to have support from leaders like Teri List, Scott Kupor, Daniel Pietrzak, Elizabeth J. Sandler, Ray Cameron, and many more. Please share with anyone who might be interested, or visit our career page here: https://bit.ly/3wpPfk1 #hiring #hiringnow #transformfinance #impactinvesting #opportunity #leadership #fundraising #finance #partnerships #growth #scholarsoffinance

WHAT ARE THE TRAITS OF A COO IN A SCALING GROWING BUSINESS, LIVING WITH RAPID CHANGE? I found this from Russell Reynolds and having reflected on it, wanted to share it based on my experience. Do you think they capture the key traits needed for a COO, or are there any missing? ✅ Pragmatic and Composed Calm under pressure – if you are, the people around will tend to follow your lead Navigating tricky situations – setting up a new business operation in 6 weeks, which saved the business Be prepared to make difficult decisions – remove the compliance and finance director within 2 months of joining the firm. ✅ Collaborative Build consensus across teams – get the ops teams to spend time with different parts of the business to understand how they work and how to improve their customer service. Build effective relationships with peers and colleagues – spending time 1 to 1 with the staff, team managers, Board members and critically the CEO(and founder) to understand how they work and operate ✅ Avid Learner Especially when joining firm – On day 1 for me, the Ops team had over 85 years of experience in the firm, I had minutes!  There was an enormous seam of knowledge, both tactic and explicit waiting to mined. ✅ Driven Lead in ambiguous situations – being approached by a law firm (known for working to release hostages (legally) by paying ransoms) who wanted to send money through the firm. Set challenging targets for the ops team – completing file reviews in advance of a regulatory visit ✅ Creative Challenge new starters to deliver a project within 1 month of them joining which makes a difference to way their team work – gave the compliance team  2 screens, improving productivity by 25% ✅ Service Oriented Be the air cover for the operations teams, so they can deliver knowing they have your support Allow the teams to shine and they take the credit for what they do. On a personal note – Deliver consistently and to a high known standard. What would you add? 🤔 🤔 🤔 🤔 I’m Wil, I bring clarity out of complexity and helping Fintechs and scaling firms navigate the pain through growth or crisis, where I’m looking for my next role. If you want to know more, let’s have a chat and ring my 🔔 to get my musings sent straight to you! #coo #scaleup  #fintech #wilsthoughts - do follow Tuesday 16th April  9.08am

35+ and trying to break into #venturecapital? Here are 3 things you **should not** do 👇 1️⃣ 𝗗𝗼 𝗻𝗼𝘁 apply for analyst and associate jobs. 2️⃣ 𝗙𝘂𝗿𝘁𝗵𝗲𝗿, 𝗱𝗼𝗻'𝘁 tell a firm that you're interested in their analyst or associate roles. 3️⃣ 𝗗𝗼 𝗻𝗼𝘁 send out your resume to VCs UNLESS a) they explicitly ask for it AFTER they've met you --or-- b) it's for a principal (or higher) role that they've publicly posted. Why? As a (relatively) older candidate, if you're sending your resume in for analyst/associate gigs... ...or are being introduced to firms as someone who is interested in a junior level gig (w/resume attached)... ...or are attaching your resume to your warm intro requests... 𝘠𝘰𝘶'𝘳𝘦 𝘤𝘰𝘮𝘱𝘭𝘦𝘵𝘦𝘭𝘺 𝘥𝘦-𝘱𝘰𝘴𝘪𝘵𝘪𝘰𝘯𝘪𝘯𝘨 𝘺𝘰𝘶𝘳𝘴𝘦𝘭𝘧. As a later career candidate, you 𝗠𝗨𝗦𝗧 show up as a 𝗣𝗘𝗘𝗥. What things does a VC's peer do? Well, some (or all) of these things: ⚫ Doesn't begin the relationship by focusing on what the VC can do for them. ⚫ Challenges the VC on their opinions and ideas (respectfully, of course). Is patient and shows they know that venture is a long term game. ⚫ Related: Doesn't ask about jobs -- for weeks or even months -- after first meeting. ⚫ Shows up at (or presents at) some of the same events. ⚫ Sends strong deal flow and thoughtful ideas about how they can help the firm and the portfolio. ⚫ Has done some serious angel investing (6-12 investments a year is a good guideline for this. Dollar amount is not as important as the fact that you sourced these investments through your network) "𝘞𝘢𝘪𝘵 𝘢 𝘮𝘪𝘯𝘶𝘵𝘦. 𝘛𝘩𝘢𝘵'𝘴 𝘢𝘭𝘭 𝘨𝘰𝘪𝘯𝘨 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘢 𝘸𝘩𝘪𝘭𝘦..." It sure does. But it's been done before, so I know you can do it, too.

Entering 2024, let's update our hiring practices... 1. Shift from one-size-fits-all; tailor strategies to individual strengths. 2. Emphasise adaptability, creativity, and continuous learning alongside qualifications. 3. Explore innovative hiring channels beyond tradition. 4. Establish authentic two-way communication, forming meaningful connections. 5. View team-building as a gradual process; align candidates' goals with long-term company vision. As recruiters, while we have proven processes, there's always room to learn. 💫 #HiringTrends #AssetFinance #EquipmentFinance #AutoFinance #HRInnovation

How are we already into the second half of 2024? Despite the usual summer lull in hiring, this year remains very active. As we head into next week I am focusing a lot of time in TMT, specifically Software. Attention Analysts! Whether you're an up and coming or seasoned in the field, I have some exciting opportunities on the table. Let's connect to discuss the latest seats that have crossed my desk recently. #SoftwareAnalyst #EquityLongShort #HedgeFund #EquityResearch

Here was my day in the life when working in private equity! - 7:30am Wake up - Do my devotions - Quick 5 min workout - 8am: Bike into office - Look at my priority list and start with the most important items - Work on LBO to underwrite potential acquisitions deals - Assist team with creating dataroom for a port co we are selling - 1pm: 15 min lunch - Internal Meetings - Turning comments - More modelling - 4pm: Afternoon walk with my analyst buddies - Clear email inbox - 6:30pm: Chipotle Dinner - 7pm -10pm: Wrap up various tasks (modeling, due dilligence, comments) - 10:30pm: Sleep to repeat tomorrow PS. Comment "Me" below for a free mentorship interview to break into high finance roles

What a way to start the week! 🚀 By sharing my story with (Extra)ordinary Tech Stories and Michelle Szaraz ✨ Who believes that career options in tech and the journeys that lead to them are often surprising, exciting and non-linear. People enter tech from a range of personal and professional backgrounds and can have hugely successful #careers both in STEM and non-STEM related roles. If you’d like to read my story and many more, please check out the website (link below) https://lnkd.in/euXdYPAY If you have a story to share I’d encourage you to contact (Extra)ordinary Tech Stories and we all have a journey and it’s not all the same ✨ #techindustry #careerstories #extraordinarytechstories #careerinspiration #womenintechnology #womenintech #womeninfinance #fintech