Akash Kshatriya’s Post

The "Been There, Done That" Conundrum in Hiring When dealing with seasoned candidates, hiring managers often encounter a confident yet jaded attitude: "Done that, Been there, Stopped it, can do again?" This phrase embodies a complex mix of experience, confidence, and sometimes a hint of boredom. Let's dissect it: "Done that": A wealth of experience, but also a potential lack of adventure. "Been there": Intimate industry knowledge, but possibly just a superficial understanding. "Stopped it": Problem-solving skills, but maybe also a hint of complacency. "Can do again?": Confidence, but also a question mark on innovation. In hiring, this attitude presents: Pros: Experience and confidence Quick start and adaptability Cons: Potential lack of fresh perspectives Overconfidence and boredom risk To navigate this, hiring managers should: Dig deeper with thoughtful questions Encourage new approaches and ideas Balance experience with innovation and growth potential Remember, past performance doesn't guarantee future success. The key is to figure out whether you're dealing with a sequel that outperforms the original or a disappointing remake. #hiring #Startups #leadership #careers CareerTalks by CareerXperts

I'm working on some scale strategies, and one of the key lessons I've taken from working in large companies is that as they grow, attracting and retaining top talent becomes increasingly difficult. In startups, when you're at the forefront of your field, you naturally attract the very best. This is great! But as you scale, this dynamic usually shifts. The larger a company becomes, the harder it is to bring in A level talent. The result is a growing pool of B level hires, while top performers seek new opportunities where they can thrive. I've seen this in previous jobs, where mediocre becomes the norm, it's not pretty. So here's the thing, one of the biggest challenges for large companies is preventing this talent drain. Often, the focus shifts towards optimizing HR processes to filter out C level talent, I really dislike this, as the risk is these same processes also push away A level talent, the people that actually drive innovation and success. Here's my takeaway and high level approach on growth. It's about growth of impact, not growth of team size. When you're growing, you're growing your impact on your customers, the value they get, how much they want and need your services / product. That doesn't always mean growing your company size, though if you don't have who you need, you'll need to hire. So only hire if you absolutely have to, not because you want to 'grow'. And...for the teams you have, protect that environment that allows top talent to flourish, regardless of your company size. Staying focused on culture, challenge, and opportunity is key, because once you lose your A team, it’s hard to get them back, and your reputation will suffer. #Management #Leadership #Leanstartups #Careers #Entrepreneurship

Founders are big-picture thinkers. 🎯 They’re not just interested in what you do but how you approach challenges and adapt to change. They value proactive communication, leadership potential, and a solution-oriented attitude. It’s not about checking boxes but about making a real impact Here's what you should know about founders: 👇 1/ They Focus on Results, Not Hours Worked. 2/ They Want You to Ask Questions. 3/ They Notice Your Attitude. 4/ They Want You to Solve Problems. 5/ They Look for Leadership Potential. 6/ They Appreciate Feedback. 7/ They Expect Commitment. P.S. Initiative and ownership go further than you think. 👉 Follow 10xTA for TA Content, Jobs and Fub #10xTA #Startup #Founders #Recruiters #HR #TalentAquisition

I’ve recently assisted 10+ startup leaders on strategic hires for their social and marketing teams. 90% of the time I see the same 3 problems: ❌ Can't provide the same benefits as larger businesses ❌ Don't have a clear growth plan for the new hire ❌ Don't have enough time to thoroughly vet candidates Meaning our clients couldn't compete with some larger businesses when it came to hiring top talent. Because the candidates they really wanted, took offers at larger businesses But when we do the hiring for them: 1. We provide a curated list of candidates that would thrive in a startup 2. We highlight the companies' benefits to these top candidates 3. We thoroughly vet candidates for culture, personality and skill-set They see insanely good results: -Hires made within a month -Candidates who are a perfect fit for their culture -No time and stress spent having to convince the wrong people to join And more... In other words. ↳ Show your top candidate choices why your startup will make them happy It makes a world of a difference. #mediaandmarketing #talent #leadership cc: Gary Travis

The world is shifting...you can too ⚡️ After this last layoff, It was abundantly clear that my 25 years of recruiting, TA and leadership in the startup world wasn't going to easily yield another "Director of Talent" "Head of Talent" or "VP of Talent" role that had been so in demand for the majority of my career. It was more than obvious it was time to shape-shift, transform, reinvent myself to remain valuable and relevant in this fast changing reality. Watching others lose their confidence and edge while slogging away at a long soul sucking job search in a challenging market, didn't scare me, it inspired me to do something different. I've always loved innovation and new technology, probably why I've been knee deep in early stage startups for 20 some odd years. Surely I could leverage my entrepreneurial spirit, community participation, vast recruiting expertise and desire to always be at the crest of the wave and relevant in "the conversation" to create value in this chapter. So I started reaching out to new talent tech founders and offering free advisory. OMG 😱 Free Work 😱 Horrors upon horrors Well...I believe in proving ROI before asking for the I....that may be super shocking in this day and age...but it's an edge for me. 🤷🏻♀️ So a few months in and I've talked to MANY founders. I am very passionate about talent tools being built with talent expertise in the discussion. I've helped pivot product design, external messaging and better connect the solution being built with the right problem and understanding it the way WE do. Now I have testimonials from founders who have validated my position as an Ambassador / Consultant / Advisor. Check them out and my booking link so you can get me in the mix. I go beyond just advisory and I support your launch to the market. Thank you Mason Fuerst founder of Motiv and Molly Wheaton founder of EarnBetter for allowing me to be in the conversation. TA and REC veterans and leaders, if you know it's time to pivot but you're not sure how...check out my coaching links. I can help. #talenttech #recruiters #techadvisory #startups

Don't reinvent the wheel. I first started thinking about running my own business because I was having so many conversations with startup founders, sharing insights around proven, more efficient ways of hiring better -- things I had learned through my decade in HR and recruiting but not obvious things most founders would know. There is A LOT of research done around the hiring process: ✅ How to write job ads to increase the diversity of applicants ✅ How to structure interview processes to better predict success ✅ How to hire with a focus on retention, not just a short-term fill ✅ How to reduce bias in the hiring process ✅ How to improve candidate experience and brand loyalty (irrespective of the hiring outcome) So when I get to talk to early stage founders, I am hoping to save them hundreds of tears (and hours). It was great to join the startup teams at the Monash Generator talk about things hiring. Huge thanks to the amazing Keri Clarke for your leadership, passion and invite to join your teams last week. I can't wait to follow their successes! #hiring #startups Series Build

Founders, missing out on top talent? Learn to Spot Potential Hires That Truly Fit Your Needs! ⬇️ Assembling a strong team goes s beyond filling roles—it's about uncovering potential that elevates your company. The challenge? Looking past impressive resumes and personal biases to spot genuine talent. ⭐ 🔍 My Top Strategies for Spotting the Right Candidates: 1.⁠ ⁠Skill Assessment: Evaluate if the candidate possesses the essential skills or has the potential to develop them quickly. Remember, adaptability and willingness to learn often outweigh perfect skills. 2.⁠ ⁠Growth Mindset: Prioritize candidates who demonstrate a keenness to grow and learn. Their humility and ambition can drive your startup forward. 3.⁠ ⁠Team Insights: Leverage your team’s feedback. Their perspectives on a candidate's fit can provide invaluable insights. 4.⁠ ⁠Drive and Determination: Ensure the candidate's drive aligns with the role’s demands. Their passion to succeed is crucial. 🚀 Real-World Insight: The Underdog: Ever interviewed someone whose resume wasn’t top-tier but their passion and ideas stood out? That’s the raw potential that can drive innovation. The Team Player: Positive feedback from your team during a trial project? That’s a green light. Building the right team is about blending skills, drive, and potential. How do you make sure you're building a team that truly aligns with your startup's vision? Share your strategies in the comments below! #FoundersAshram #HiringStrategy #TeamBuilding #Startup #LeadershipSkills #Entrepreneurship #TopTalent #FoundersTips #StartupSuccess #GrowthPotential #SkillCheck #Hiring

The fact that we all search for job to have better profile, better #environment, better pay but in doing this we forget or should i say can't understand that can that boss be my mentor ? Today its is very essential, if you are working in startups you should look for : 1. #Mentorship - This will lead to overall growth. 2. Companies #Product & its market fit with Current & Future #Challenges they wanna address. 3. The role is replacement or new streak of hiring. 4. Your own #ambition to work in that product line. 5. Can you grow on skill if you work there. #hiring #motivation #placement #mindset #makingthedifference #workenvironment #leadership #skillbuilding #facingchallenges #strengthandconditioning #growthopportunities

Yo! Company Owners, Startups, CEOs, and Leaders! Remember, it's ALWAYS about the candidate! It's not just about your company or products; it's about the candidates. Their experience during the hiring process is crucial for attracting top talent and building a strong employer brand. This first interaction sets the tone for future engagement and reflects your company culture. Candidates who feel respected and valued are more likely to stay engaged and motivated. Positive word-of-mouth and online reviews about your hiring process can significantly enhance your company’s reputation. We prioritize creating a seamless and positive hiring experience to attract and retain the best talent. #recruiting #talent #Leadership #Recruitment #AI #CareerAdvice #global #innovation #management #technology #creativity #futurism #startups