Finding top talent can be difficult, therefore as a growing startup, you should take a few measures to ensure top talent is able to find you. You run an amazing company, have a stellar team, and do impactful work. Here are a few ways you can put that information at the forefront to attract top talent to your startup for your next round of exceptional employees. Thinking about expanding your leadership team? Not without downloading our “Building Your Startup Dream Team” ebook first! Identify and Declare Your Purpose and Values If you want insightful forward-thinkers to find your company both as
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If you’re like many startups, you started small with a few sales reps who more or less managed themselves. While this may work for a short while, any on-track startup will quickly outgrow this model. You’re probably already have. Waiting too long leads to lost opportunities, wasted marketing dollars and poor close rates. But hiring a startup sales leader when the time is right ensures you continue to grow and thrive. Let’s explore the right time to hire sales leadership for your startup. 1. The Leads Outpace Sales Capabilities Your marketing team has invested significant time and money into generating
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As the founder of a startup, you have a lot of decisions ahead of you. These decisions will help shape how your company develops and grows for years to come. Hiring a Chief Marketing Officer is one of these decisions. When is the right time? How should you go about it? Let’s explore the perfect time to hire a Startup CMO. 1. Competition Is Brutal If you’re working in a saturated industry, you have to differentiate fast. Outsmart and outmaneuver. You’re running a business while at the same time, you’re managing the labor-intensive tasks associated with constantly analyzing and adapting in a
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As a startup, you have the opportunity to build your team out from square one. Square one is you. Each person you add to your team either strengthens your core leadership unit and, in turn, your business.  Or it weakens your business from the inside out. But the modern hiring landscape as we approach 2020 isn’t a rosy one.  44% of employers are currently trying to hire full-time employees. 45% currently have jobs they can’t fill. Nearly 60% say that most job openings stay open for over 3 months. They’re struggling to find the right people. This demonstrates just one reason it’s essential that a startup has a
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“My company is young, but growing fast. We have to start thinking about building our leadership team or we are going to have problems with fulfillment and scaling. How do I attract the kind of executive I want when I can’t pay what the other company pays?” Often, hiring decisions come down to money for a business. Can we afford another person in the operations team? How can we add more capacity without increasing the payroll by 5%? This focus on affordability creates the (often) incorrect perception that individuals make decisions about where they want to work based on money
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You’ve done all the right things. You’ve planned your next three executive level hires and the business goals that will drive the hiring decisions. You’re actively seeking members of your executive team and are prepared to offer competitive compensation packages. But when it comes down to it, it’s difficult to make a decision. Who is going to work out? The young and hungry candidate lacking experience? The seasoned executive looking for a position that can take them to retirement? When the wrong decision can cost you precious time and money, making a choice can feel like an overwhelming burden. Who’s
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