Accelera Talent’s Post

At Prop.com we’re expanding at lightning speed—hiring for roles that didn’t even exist a couple of years ago. Last week, I had one of many inspiring conversations with my boss, who is always challenging my thinking patterns. She posed a thought, “What makes a great hire for us right now?” I thought and pondered, “Someone who thrives in the unknown with a great attitude.” In a world as dynamic as ours, experience can only take you so far. The rules are being written as we go, and we need people who can adapt, think fast, and learn faster. Don’t get me wrong—experience matters. But potential? The potential is what drives innovation. It’s about spotting the person who might not tick every box on paper but has the drive to outlearn and outgrow everyone else!! I think about the junior hire who taught themselves Solidity in a weekend or the marketing candidate who didn’t have tech experience but brought a fresh, creative perspective that reshaped our approach. Hiring for potential means we’re betting on grit, curiosity, and passion. So here’s my question: How do you balance experience with potential when you're building a team? As recruiters and hiring managers, are we taking enough chances on people who don’t just fit the mold—but could break it? Let’s talk about it. 💬 #peopleculture #innovation #startup #scaleup #technology

𝙋𝙧𝙤𝙙𝙪𝙘𝙩 𝙞𝙨 𝙚𝙖𝙨𝙮. 𝘾𝙪𝙡𝙩𝙪𝙧𝙚 𝙞𝙨 𝙝𝙖𝙧𝙙. 𝙄𝙛 𝙮𝙤𝙪’𝙫𝙚 𝙗𝙚𝙚𝙣 𝙝𝙞𝙧𝙞𝙣𝙜, 𝙡𝙚𝙖𝙙𝙞𝙣𝙜, 𝙤𝙧 𝙗𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙩𝙚𝙖𝙢𝙨, 𝙮𝙤𝙪 𝙠𝙣𝙤𝙬 𝙝𝙤𝙬 𝙩𝙧𝙪𝙚 (𝙖𝙣𝙙 𝙥𝙖𝙞𝙣𝙛𝙪𝙡) 𝙩𝙝𝙞𝙨 𝙞𝙨. Recruiters are at the forefront of the hiring process, playing an essential role in assembling what seems to be like a giant puzzle. 𝗪𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗶𝗻 𝗿𝗲𝗮𝗹𝗶𝘁𝘆? Good hires are not just technically skilled people; they make teams better. Bad hires can harm even the strongest team cultures. Several times, I had the chance to hire what is commonly called an A-player. Trust me, it wasn’t because they ticked all the boxes. We knew clearly that they would be a strong contributor to the culture. With this type of hire, output improves greatly, and the team works better together. Ideas flow easily, and working through disagreements doesn’t feel like the end of the world. Business leaders notice that, and they create a greater space for these people to thrive and set the tone. Some other times, I saw rushed hires. The Hiring Manager is under pressure or doesn’t necessarily know what they are looking for. The candidate looks perfect on paper, but as soon as they join, disagreements start, group output is impacted, and things start to break down. The team didn’t do well, not because of a lack of talent, but because the team's culture took a hit. The clients (sooner or later) notice that, and they don’t resonate anymore with what you’re offering. 𝗪𝗵𝗮𝘁 𝗮𝗺 𝗜 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲𝘀𝗲 𝘀𝗰𝗲𝗻𝗮𝗿𝗶𝗼𝘀? Building a product (business offer) can be achieved, but creating the right culture is tougher and more important. It's easy to focus only on skills and resumes. But I've seen that hiring people who fit the business culture (because there is always one) is essential. It's the difference between teams that thrive and those that get by. When you get the culture right, everything else falls into place. Your products improve, your teams shine, and your customers feel the difference. #CompanyCulture #Hiring

Resolved: The Clause Out team has what it takes to bring our innovative platform to market. We are 🌟🌟 from many different stripes—as I like to say about the core team we’ve assembled. Still, we’ve found it useful to maintain an “open door” policy for helping hands who can help us grow faster and in the right direction. The more claws (within reason), the better off we are! Over time I’ll explain a bit more what I mean by this outlook on talent. - How have we opened the startup’s🚪 to part-time hires and other types of contributors? - Who has helped us define and reach our goals? - What initial lessons have we taken away from this fairly unconventional approach to hiring? This series of trials inspired our whole concept of #BuildingWithThePublic. Very excited to open up and collect other views on these points! 👋

#BuildingWithThePublic … Day 11 Now that we’ve introduced the core team, let’s shift gears. The idea with these posts is to share the reality of working in a startup and turn to you for input. We’ll focus our next few posts on our approach to hiring and what we’ve gained - and learned - in the process!

🎯 Hot take: Your last "perfect on paper" hire didn't work out because you hired for skills, not culture. We've helped place top performers who drive real change at companies from scrappy startups to $1B+ enterprises. Here's the truth: Culture fit > Technical skills (every single time) That's why we built Jombine. Think culture-first hiring platform that delivers results. No AI buzzwords. No empty promises. Just teams that work better together. "Their last placement didn't just fill a role - they transformed our entire team dynamic." - CEO who gets it Ready to stop hiring resumes and start building unstoppable teams? Drop "Culture" below 👇 #Hiring #CompanyCulture #TalentAcquisition

Hey CEOs & Founders, hiring shouldn’t feel like running a marathon in heels, right? 👠💼 Long processes, endless interviews, and budgets that never stretch—it’s a lot. One startup leader told me, 'We just need this done without the headache!' So, I made it happen. ✨ With remote hiring and industry know-how, we cut the fluff, skipped the drama, and delivered top talent fast and affordably. No more wasting time or money—just pain-free hiring that works for your business. 🚀 Why struggle when you can simplify? Let’s turn hiring chaos into effortless wins. 💡 #PainFreeHiring #RemoteRecruiting #IndustryInsights #StartupSolutions

Hiring your founding team isn’t the same as evaluating top talent in a corporate role. Founders often make the mistake of relying on their corporate instincts when they pivot out of a 9-5 to build their first company. A founding team member needs to be sold on your mission as if it were their own. A founding team member needs to be comfortable working outside of their scope. A founding team member needs to be an anchor for your workplace culture . A founding team member needs to thrive under ambiguity and find the answers. A founding team member isn’t a typical employee but a true business partner. Evaluating startup talent is high stakes. Spend more time getting to know each other and cut the corporate fluff of interviews. Test the partnership with a work challenge before giving up equity or paying a salary. #founders #hiring #startupinterviews

Every hiring manager knows the score: the clock's ticking, the work's piling up, and you're swamped with CVs that lead nowhere. The more you look, the more they blur, and your real star players remain out of reach. Your project's on ice, and your team's spread thinner than that last bit of butter on a slice of day old rye bread, all because that golden hire is still a needle in the haystack. Ditch the numbers game. Ditch the stress. What if you could zero in on the tech wizards and trailblazers without sifting through the 'maybes'? #HiringStrategy #TalentAcquisition #TechTalent

Let’s face it—hiring top talent can sometimes feel like trying to find a needle in a haystack, except the haystack is on fire, and you’re holding a spoon. But what if you didn’t need to sift through a mountain of resumes while juggling 47 other tasks? Imagine a world where the candidates come pre-vetted, highly engaged, and genuinely excited about YOUR company. Now, imagine you don’t have to lift a finger until it’s time to choose who joins your team. Intrigued? You should be. Our innovative platform does the heavy lifting for you, building a talent pool tailor-made for your growing business. Whether you're a tech-savvy startup or a rapidly expanding company, we’ve got you covered. All you have to do is confirm the perfect candidate. It’s like having your cake and eating it too—except this cake is actually good for you (and your bottom line). Ready to stop playing with fire and start hiring smarter? Let’s get started! Special introductory offer: Let us build your talent pool, and all you do is pick the best! Zero hassle, all the rewards. #HiringMadeEasy #StartupSuccess #TechSavvyLeaders #GrowYourTeam #TalentAcquisition

Let’s face it—hiring top talent can sometimes feel like trying to find a needle in a haystack, except the haystack is on fire, and you’re holding a spoon. But what if you didn’t need to sift through a mountain of resumes while juggling 47 other tasks? Imagine a world where the candidates come pre-vetted, highly engaged, and genuinely excited about YOUR company. Now, imagine you don’t have to lift a finger until it’s time to choose who joins your team. Intrigued? You should be. Our innovative platform does the heavy lifting for you, building a talent pool tailor-made for your growing business. Whether you're a tech-savvy startup or a rapidly expanding company, we’ve got you covered. All you have to do is confirm the perfect candidate. It’s like having your cake and eating it too—except this cake is actually good for you (and your bottom line). Ready to stop playing with fire and start hiring smarter? Let’s get started! Special introductory offer: Let us build your talent pool, and all you do is pick the best! Zero hassle, all the rewards. #HiringMadeEasy #StartupSuccess #TechSavvyLeaders #GrowYourTeam #TalentAcquisition