Fuse Talent

Last week, we introduced our founders. Now, let's talk about how Fuse Talent is reshaping recruiting for startups. 🚀 The Reality: -Recruiting teams are hit hard by market ups and downs 📈📉 -Hiring cycles are unpredictable ⏳ -Companies and recruiting teams are being asked to do more with less 💼 -Competition for top talent persists, regardless of market ups and downs 🏆 Our Solution: 💡 Fuse Talent blends the expertise of an elite in-house recruiting team with the agility of on-demand talent solutions, delivering expert support when you need it most. We offer: 1. Full-Cycle Embedded Recruiting: On-demand, end-to-end talent acquisition🔄🏢 2.Targeted Talent Sourcing: Top-of-funnel focus 🎯🌟 3. Contingent/Retained Search:⏱️🔍 4. Strategic Advisory: Custom talent acquisition strategies🧠💡 Our Approach: 🤝 We immerse ourselves deeply in your company's culture and vision, leveraging cutting-edge technology to find not just candidates, but the right talent that aligns with your mission. By focusing on quality over quantity and building long-term partnerships, we ensure scalable solutions that grow with your evolving needs. Our Mission: ❤️ To bring the human touch back to a transactional recruiting industry by helping mission-driven startups build high-impact teams that turn visionary ideas into reality. We recognize that top talent seeks smart, driven teams united by a mission. To recruit the best, you need recruiters who truly get your challenges, product, and company culture Ready to transform your recruiting strategy? We're here to help you build a high-impact team that brings your vision to life. 🌟 Contact: founders@fusetalent.io 📧 #recruiting #startups #techrecruiting

Meet Our Founders: Veronica Parado and Drew Venerable Veronica brings a wealth of experience as the first recruiter at multiple early-stage startups backed by VCs like a16z and Sequoia. As a Startup Talent Advisor and Product Designer, she offers a unique perspective to the recruiting process. Veronica believes that in a world overflowing with connectivity but lacking genuine connection, building deeper and more meaningful relationships is crucial. Drew Venerable has been recruiting for Big Tech and Fortune 500s for over 6 years, including leading recruiting teams at TikTok. Drew is passionate about technology's impact on society and believes in its power to solve problems and improve lives. Together, Our founders bring over a decade of combined recruiting experience to Fuse Talent, specializing in engineering, product, design, and GTM. Their diverse backgrounds in Fortune 500s, venture firms, and startups provide them with invaluable insights into building high-performing teams. At Fuse Talent, we build deeper and more meaningful relationships with our clients to better understand their business. This allows us to tell each company's unique story to help them attract exceptional, mission-driven talent.

🌟 How to Think About Your Career (An Ambitious Approach) 🚀 A framework I wish I had come across earlier in my life. I believe this is the best way to think about your career, especially if you consider yourself ambitious. Fill Your 5 Buckets In The Right Order: 1. 🪣 Your Knowledge (What you know📚) 2. 🪣 Your Skills (What you can do🛠️) 3. 🪣 Your Network (Who you know🤝) 4. 🪣 Your Resources (What you have💼 ) 5. 🪣 Your Reputation (What people think of you 🏅) I stole this framework from Steven Bartlett's book The Diary Of A CEO.He argues that if you fill these buckets in the right order, they will inevitably pour into each other. We usually start by acquiring knowledge, then apply it to develop skills. With knowledge and skills, you become valuable, and your network grows. As your network expands, so do your resources. And with all four buckets full, you will undoubtedly earn a reputation. Many people, myself included, focus too much on resources and reputation early in their careers, chasing prestigious companies or high-paying jobs. It’s tempting because it's cool to make money and work at dream companies. But I think focusing on money and reputation too early is a mistake. Let’s discuss a hypothetical and then a real-world example: Job 🅰️: Fortune 500 Company :six figures from day 1, but you'll be working on an internal tool with limited external visibility. Established process in place and a dedicated team for everything you can imagine. Job 🅱️: Early-stage startup: Lower pay, less structure, and uncertain future, but you get to work directly with the executive team, spearhead initiatives, impact the product, and interact with customers. Most would choose Job 🅰️ for the pay, outlined growth path, and brand recognition. But I'd argue that Job 🅱️ might offer higher ROI in the long term. Especially if it provides opportunities to learn new skills, establish processes, and build a strong network with driven individuals who might achieve great things. It's not to say employees at large companies don’t do great things, but larger companies often have more bureaucracy, making it harder to make an impact due to the layers between ICs and decision-makers. For a real-world example, consider the early PayPal team, famously dubbed the 'PayPal Mafia'. Early employees went on to create billion-dollar companies and VC firms such as LinkedIn, Reddit, Inc., YouTube, Yelp, Affirm, Palantir Technologies, SpaceX, Neuralink, Founders Fund, and 500 Global, among others. When deciding on a job, it might be a good idea to ask yourself: 1. What new knowledge will I gain, and how will it be applicable in the future? 2. Will this job help me build a diverse set of skills that can be applied outside of the organization? 3. Who will my coworkers be? Are they individuals who can help me grow and develop? Where might they be in 10 years? What do you think is the most important factor when choosing a job?

📈 Recruiting is Broken & The Power Law of Performance Reid Hoffman's vision for LinkedIn, inspired by his early experiences with SocialNet and PayPal, aimed to revolutionize professional networking by leveraging real identities and connections to create more opportunities. Over the past 21 years, LinkedIn has grown to 900 million global users, becoming the go-to platform for professionals to showcase their experience, network, and discover new opportunities. This platform has simplified and accelerated the process for companies to identify and recruit talent, fundamentally transforming the professional world. While LinkedIn's impact on the recruiting industry has been overwhelmingly positive, it has also introduced new challenges. Top talent receives hundreds of messages a year, many irrelevant to their skills or career aspirations. Recruiting teams often lack a deep understanding or interest in the roles they are hiring for, resulting in candidate response rates of 5% or less. This makes it even harder to break through the noise and recruit the right talent for your organization. The Power Law of Performance mirrors the Power Law of Venture Capital, where a small percentage of top performers deliver exponentially more value than average employees. Netflix and Google founders agree: top performers are 10x more productive, and McKinsey estimates high performers in software development are 900% more productive. This highlights the critical importance of diligent recruiting efforts to achieve exceptional results. At Fuse Talent, we share Reid Hoffman's techno-optimism, believing that technology can benefit millions and change the world. However, we also understand that big visions only come to life with the right team. No company succeeds without the people who build it. We recognize that the best talent wants to work with smart, driven individuals united by a mission. To recruit the best in the world, you need a recruiting team that understands your challenges, your product, and your company. At Fuse Talent, we bring the human touch back to recruiting by building meaningful relationships with clients and candidates, ensuring each engagement is personalized and impactful. This commitment drives our mission to connect elite talent with organizations that transform the world. Drew Venerable Co-Founder

📈 Recruiting is Broken & The Power Law of Performance Reid Hoffman's vision for LinkedIn, inspired by his early experiences with SocialNet and PayPal, aimed to revolutionize professional networking by leveraging real identities and connections to create more opportunities. Over the past 21 years, LinkedIn has grown to 900 million global users, becoming the go-to platform for professionals to showcase their experience, network, and discover new opportunities. This platform has simplified and accelerated the process for companies to identify and recruit talent, fundamentally transforming the professional world. While LinkedIn's impact on the recruiting industry has been overwhelmingly positive, it has also introduced new challenges. Top talent receives hundreds of messages a year, many irrelevant to their skills or career aspirations. Recruiting teams often lack a deep understanding or interest in the roles they are hiring for, resulting in candidate response rates of 5% or less. This makes it even harder to break through the noise and recruit the right talent for your organization. The Power Law of Performance mirrors the Power Law of Venture Capital, where a small percentage of top performers deliver exponentially more value than average employees. Netflix and Google founders agree: top performers are 10x more productive, and McKinsey estimates high performers in software development are 900% more productive. This highlights the critical importance of diligent recruiting efforts to achieve exceptional results. At Fuse Talent, we share Reid Hoffman's techno-optimism, believing that technology can benefit millions and change the world. However, we also understand that big visions only come to life with the right team. No company succeeds without the people who build it. We recognize that the best talent wants to work with smart, driven individuals united by a mission. To recruit the best in the world, you need a recruiting team that understands your challenges, your product, and your company. At Fuse Talent, we bring the human touch back to recruiting by building meaningful relationships with clients and candidates, ensuring each engagement is personalized and impactful. This commitment drives our mission to connect elite talent with organizations that transform the world. Drew Venerable Co-Founder