Accelera Talent’s Post

You post a job, sift through hundreds of applications, narrow it down to a "strong shortlist," and hire someone who looks great compared to the rest of the pile. Success, right? Not necessarily. Here’s the DIY hiring trap: You’re choosing the best from those who APPLIED — not the best talent available in the market. 🚨 When it comes to building a high-performing startup team, the difference between "good enough" and "the very best" isn’t just about skill—it’s about impact. The Real Challenge: The top-tier candidates—the ones who could supercharge your business—are often not actively applying. They’re busy excelling in their current roles, waiting for the right opportunity to be presented. That means you have to head-hunt them. Why DIY Doesn’t Work for every role: ❌ Your network eventually runs dry. 🔊 Job postings bring in volume, not necessarily quality. 😓 Without the tools and time to source passive talent, you're likely missing out on the "better and best" in favor of what's easily accessible. So ask yourself (or your hiring team): Are you actively headhunting the best talent in the market? Do you have the tech stack or expertise to find top performers who aren’t job-seeking? If the answer is no, you’re likely settling. And trust me—your competition isn’t. 🥇 The startups winning in today’s economy are the ones who refuse to compromise on talent. They go beyond inbound applications, actively seeking the game-changers, the innovators, the people with startup DNA. #startuphiring #startuptalent #headhunting #jobadvertising #startupteams

You post a job, sift through hundreds of applications, narrow it down to a "strong shortlist," and hire someone who looks great compared to the rest of the pile. Success, right? Not necessarily. Here’s the DIY hiring trap: You’re choosing the best from those who APPLIED — not the best talent available in the market. 🚨 When it comes to building a high-performing startup team, the difference between "good enough" and "the very best" isn’t just about skill—it’s about impact. The Real Challenge: The top-tier candidates—the ones who could supercharge your business—are often not actively applying. They’re busy excelling in their current roles, waiting for the right opportunity to be presented. That means you have to head-hunt them. Why DIY Doesn’t Work for every role: ❌ Your network eventually runs dry. 🔊 Job postings bring in volume, not necessarily quality. 😓 Without the tools and time to source passive talent, you're likely missing out on the "better and best" in favor of what's easily accessible. So ask yourself (or your hiring team): Are you actively headhunting the best talent in the market? Do you have the tech stack or expertise to find top performers who aren’t job-seeking? If the answer is no, you’re likely settling. And trust me—your competition isn’t. 🥇 The startups winning in today’s economy are the ones who refuse to compromise on talent. They go beyond inbound applications, actively seeking the game-changers, the innovators, the people with startup DNA. #startuphiring #startuptalent #headhunting #jobadvertising #startupteams

Have you noticed these things while finding awesome job candidates? 1. Market Shifts: Startups used to be super popular for hiring ↳ because they offered flexible locations and good money. But now, bigger companies are becoming more popular ↳ because people want stability in uncertain times. 2. Email Engagement: People open job emails a lot (81% of the time!), but they don't always reply. Now, we're learning to write emails that are more personal and fun to get people talking! 3. Sourcing Top Talent: Finding job candidates is like a treasure hunt, ↳ and it's super successful when we find the right ones! But sometimes, it takes a long time to hire them, and some don't say yes to the job offer right away. P.S: Any other common fact that you’ve noticed while sourcing, recruiting, or outreach? #hiring #facts #recruiting #sourcing #recruitingemails

Recruitment has become a numbers game, resulting in a negative candidate experience as the norm, and overwhelming hiring teams. It’s important to recognise the role technology has played in reaching this point and how it can also be used to address the issue. 🤳 One of the most common uses of tech is to simplify tasks in our daily lives. 💼 One such task is applying for jobs. ⏱ LinkedIn and many other job boards have aimed to streamline the application process, making it quick and easy, to the extent that you can now apply for many jobs with just one click. 🤷♂️ However, this has led to candidates applying for hundreds of jobs, many of which they know they're not a great fit for. I know I’ve done this before, and I’m sure many of you have too. 👩💻 After speaking to lots of candidates about their job search, one of the main reasons they do this is because it gives them a sense of productivity. 📈 This makes sense, as you're more likely to feel you've made progress in finding a new role if you've applied for 100 jobs rather than just 5 by the end of the week. ❌ The problem this leads to is a high percentage of ghosting and rejection, as hiring teams become overwhelmed. I believe that some friction needs to be reintroduced into the job search process, but in a way that doesn’t create unnecessary admin, rather facilitating quality matches and meaningful connections. I’d love to hear your views/ideas on this. #startups #founders #hiring #jobsearch

No response is a response too! I've been on both sides of hiring. While we are eager to get a response from the company on our job application, the company too is overloaded with applications from candidates to a job posting that they don't have enough time and resources, especially for startups when you are hiring yourself, to respond to all the applications received. Even if we do that, we will have to spend the next 365 days just responding to all applications. We have received 2500+ applications for a single role we put up recently that is overwhelming to screen and evaluate. Hiring is tough! But I've been thinking about it a lot these days on what would be the right approach and how to deal with this as I am responsive, and I'm built that way. Let me know your thoughts :) #hiring #job #recruitment #startups #response #HR

"Can candidates from untraditional backgrounds work out?" A skeptical CEO asked me that this week. My response: absolutely, yes. But you need to look for attributes that give you confidence. The number one trait we look for here as search professionals? High slope career pathing. Making something substantial from nothing, despite having no career experience. Because to pull this off, you're already starting from a disadvantage. And candidates who can succeed in spite of that disadvantage have something unique to them. Lately, within Candidate Labs we've been discussing some of the extraordinary stories we are coming across. That stellar engineer who's interviewing with all the top AI cos? Four years ago, this person was an investment banker who decided to just become an engineer. No CS degree, no prior training. A candidate we're considering for a GM role? Years ago they were fresh out of college, living 92 consecutive days in hotels to launch UberEats. A board director candidate who's been CEO of four companies? He was actually hired into all of them by the founders, who were so bullish on his impact they recruited him for the CEO role. This is why in our screening, we look for the extraordinary. "How the heck did you pull this off?" is my favorite question to ask. And what candidates then choose to talk about is incredibly revealing of their baseline capabilities and temperament. In the end, it comes down a simple rule. Great companies are built by extraordinary talent. And looking past the stereotypical Harvard/MIT/Stanford backgrounds, there's incredible amounts of extraordinary to be found in the startup world.

🗣 Let’s Get Real: The Harsh Truth About Hiring for Small & Mid-Sized Companies 🗣 🚨Here’s the reality: Small and many mid-sized businesses don’t have sprawling recruiting departments, the latest tech tools, or mega advertising budgets. 🛠Instead, they rely on a job board post, a referral, or a social media shout-out and hope for a great pipeline of candidates. But what actually happens❓ ⏰ Hours spent vetting unqualified candidates from a limited talent pool or worse—wading through an abundance of underqualified applicants. 😩 ⏳Now let’s talk about time. The person juggling recruiting without formal training is pulled away from their real job. They lack the time, skills, tools, or access to dig deep into the talent market, missing out on diverse, high-caliber candidates. This isn’t just inconvenient; it’s a major time suck.⌛ 🚀 Compare that to pounding the pavement for passive candidates—cold calls, texts, deep-diving into your competitors, supply chain leads, or grinding out referrals. Posting on every premier job board, social media, state, and academic site. The work is fueled by caffeine and determination to land someone who’s the right fit, both culturally and skill-wise. 🐎 This Recruiting hustle is real, and for small companies, it’s draining. 🔥Here’s the good news: Pop-Up Talent exists to solve all these headaches. You don’t need to do it alone anymore! We help even the smallest businesses hire faster, smarter, and affordably. Plus, for mid-sized companies, we’re here to supplement your recruiting efforts or step in when you’ve lost a recruiter, keeping your talent pipeline flowing right when you need it most. 🙌 With a fraction of the time and a vetted, larger talent pool, you get your time back, cut costs, and hire the right candidate without breaking the bank. 💸✨ ⭐ ⭐ Let’s make your life easier. Ready? Reach out today by email, connection request, DM, or book with me: 📧 Zina@popuptalent.com #PopUpTalent #SmallBusiness #Entrepreneurship #Startup #BusinessGrowth #Leadership #Innovation #SMB #BusinessDevelopment #ScalingUp #HumanResources #Hiring #PayrollService #Recruitment

Why aren’t recruiters chasing you, Even when you’re qualified for the job? 𝗬𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀: ❌ Not enough openings. ❌ Your competition is better. ❌ Recruiters only care about big names or connections. 𝗕𝘂𝘁 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗿𝗼𝗯𝗹𝗲𝗺: They don’t see you. Or worse, they see your profile but forget it immediately. Recruiters aren’t mind readers. They need you to make their job easier. 𝙃𝙚𝙧𝙚’𝙨 𝙝𝙤𝙬 𝙮𝙤𝙪 𝙘𝙖𝙣 𝙨𝙩𝙖𝙣𝙙 𝙤𝙪𝙩 𝙖𝙣𝙙 𝙨𝙩𝙖𝙮 𝙤𝙣 𝙩𝙝𝙚𝙞𝙧 𝙧𝙖𝙙𝙖𝙧: 1️⃣ 𝗠𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲 𝗱𝗼 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸𝗶𝗻𝗴. Don’t just list your title like “Software Developer.” Say what you do and why it matters. Example: “Software Developer | Building scalable solutions for fintech startups.” 2️⃣ 𝗬𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝗶𝘀𝗻’𝘁 𝗮 𝗿𝗲𝘀𝘂𝗺𝗲; 𝗶𝘁’𝘀 𝗮 𝘀𝘁𝗼𝗿𝘆. Skip the boring job descriptions. Show impact: “Designed a platform that reduced downtime by 30%.” Results > Responsibilities. 3️⃣ 𝗘𝗻𝗴𝗮𝗴𝗲 𝘄𝗶𝘁𝗵 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆. Don’t just connect and vanish. Comment thoughtfully on their posts. Show interest in their work before sliding into DMs. 4️⃣ 𝗔𝗱𝗱 𝘁𝗿𝘂𝘀𝘁 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲. Ask for recommendations from colleagues or managers. Detailed endorsements instantly boost credibility. 5️⃣ 𝗨𝘀𝗲 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 𝗗𝗠𝘀, 𝗻𝗼𝘁 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲𝘀. Message recruiters like this: “Hi [Name], I love [Company’s] work on [Project]. Here’s how my skills in [Skill] can help you scale further.” 6️⃣ 𝗣𝗼𝘀𝘁 𝘁𝗼 𝗽𝗿𝗼𝘃𝗲 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲. Share insights, mini case studies, or industry trends. Show them you’re not just qualified—you’re relevant. The moment recruiters know about a vacancy, Your profile should pop into their minds. It’s not about luck. It’s about making it easy for them to find you. What’s stopping you from being their first choice?

There are a lot of roles (mini careers, if you will) that you may have for several years, over several companies, that ultimately don't hold long term career aspects. Sourcing used to be one of them. Sourcing is changing. It used to be a role where you could just plunk down any new grad and expect them to hack away until they either made hires or ran away. Sourcing is, after all, still a numbers game. BUT the candidate/hiring market is changing. Application systems are flooded. Job requirements are niche and often need to pivot with market demand. Candidates are rightly demanding high touch, high transparency processes. The AI needs to be vetted/managed. Plugging holes is no longer a viable hiring model - we need to engage candidates and keep them engaged around our employer brands in the longer term. The role of the Sourcer is becoming substantially more complex. It's a very welcome evolution. #sourcing #sourcers #recruiting