Taylor Greene’s Post

What better time to announce Draftboard’s $4.1M funding round than under the shadow of attack drones and cruise missiles? 🤣 About 2 years ago I was sitting on my couch and had an idea to completely disrupt how companies hire. I sat on it for almost 6 months. Because I was afraid I’d actually have to go build it. Like lots of other people, I kept a list of startup ideas, even though I had zero desire to be a founder. When I consulted that list after leaving IAC, I confirmed what I thought: they all sucked. But when this new idea hit, it was different. Finally, after months of hesitating, I decided to explore it, however tentatively. I fleshed out the vision & opportunity in a 3-page essay - I needed to test if the logic withstood the rigor of actually writing it out. I asked a close friend (Shlomo Dalezman) about the technical feasibility of it. I sketched dozens of wireframes on a whiteboard. I found a great designer in South Africa to build out some super simple mockups and put together a 13-page deck. And then it was go time. 18 months later we’ve got thousands of scouts referring candidates. We’ve had 70 companies list their roles. We’ve had almost $1M in referral bonuses posted. And we’re just getting started. But I wouldn’t be here with my incredible investors, and that’s why I’m thrilled to announce this round of funding. Taylor Greene knew within ten seconds that Twelve Below was all-in. Amanda Herson met me for coffee on a brisk fall day and I knew she & Founder Collective would be an incredible asset. David Stark & Ground Up Ventures are just as incredible as partners as I knew they would be, and deserve serious credit for getting me to - for the first time - seriously consider taking the founder leap. And Nico Berardi and Antonio Osio at ANIMO Ventures are avid - and active - supporters every day. Between them and the dozens of angels and friends & family, I and my amazing team count ourselves incredibly fortunate to get to build this vision out with all their support. The journey is long and arduous, but the goal is worth it. Onwards and upwards. Draftboard team: Steven Sosnick Dzmitry Shokel Dzmitry Shavel Estee Rebibo Mikalai Rudak Siarhei Rudak Yasmin Levin Sam Goldberg Alexey Kibrik #hiring #techcrunch #funding

🎉 We're thrilled to announce a major milestone for Draftboard! 🚀 We've raised our Seed Round to fuel our mission of revolutionizing the hiring process. We couldn't be more excited about this next chapter and are grateful for your continued support! 🌟 Read all about it in our feature on TechCrunch below #hiring #hr #recruitment

I recently found an insightful read by Cassidy Williams that’s essential for anyone on the job hunt, particularly if you’re targeting startups. With the job market being so competitive, small teams often need to implement strategies to manage the flood of applications. Even minor details, like functional LinkedIn links and well-thought-out responses, can significantly impact your chances. It may seem tedious, but putting extra effort into your application truly makes a difference. Give this article a read and elevate your application game! https://lnkd.in/d5ha8C8c

✨ Let’s Introduce the Founders of Hirevel 1/4! ✨ Behind every great idea is a team of passionate people who dare to dream big—and Hirevel is no exception. Today, we’re kicking off a special series introducing the three incredible founders who brought Hirevel to life: Edvin Priimak, Juho Oranen, and Niko Porkka. 🎉 In this first post, we’ll hear from them as a team, stay tuned for future individual posts 👀 Let’s get started! 💛 𝐇𝐨𝐰 𝐝𝐢𝐝 𝐭𝐡𝐞 3 𝐨𝐟 𝐲𝐨𝐮 𝐛𝐞𝐜𝐨𝐦𝐞 𝐬𝐭𝐚𝐫𝐭-𝐮𝐩 𝐟𝐨𝐮𝐧𝐝𝐞𝐫𝐬 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫? Some might call it a happy accident while we'd prefer to call it faith. We started working together on another project while quickly understanding that we share the same ideas, and values and are great at expressing and appreciating our individual opinions. We all wanted to build a digital product that revolutionizes how recruitment is done - that is how Hirevel was born. We quickly developed the discussions into actionable items and did market analysis and research while starting the initial product design. Soon enough we had our first investment, hired the tech team, and kick-started the journey that was anything but simple and stable. 𝐖𝐡𝐚𝐭 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 𝐰𝐞𝐫𝐞 𝐲𝐨𝐮 𝐝𝐞𝐭𝐞𝐫𝐦𝐢𝐧𝐞𝐝 𝐭𝐨 𝐬𝐨𝐥𝐯𝐞 𝐛𝐲 𝐟𝐨𝐮𝐧𝐝𝐢𝐧𝐠 𝐇𝐢𝐫𝐞𝐯𝐞𝐥? Making tech talent sourcing simple. People, who work in tech recruitment, know that revolution is needed and that old ways of working are not going to cut it for much longer. Everything is developing, and so is this space. Our goal is to not only allow you to hire quicker and more efficiently but to make every hiring a data-driven decision made with precision. Hirevel allows you to know more about the candidate than any other platform out there and outlines what is crucial - daily tech stack, interests, industries, and project contributions allowing you to start talking about what matters instead of clearing whether the candidate fits the criteria, or vice versa. 𝐖𝐡𝐚𝐭’𝐬 𝐛𝐞𝐞𝐧 𝐭𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 “𝐚𝐡𝐚!” 𝐦𝐨𝐦𝐞𝐧𝐭 𝐰𝐡𝐢𝐥𝐞 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐇𝐢𝐫𝐞𝐯𝐞𝐥 𝐬𝐨 𝐟𝐚𝐫? There have been countless "aha!" moments and they continue happening weekly, but to highlight a few: 💜 Listen to feedback, small or big it will help you make changes before you develop a solution that needs further upgrade 💜 Right people in the right place make a massive difference - allow people to drive initiatives and take the lead 💜 It is 10x easier to imagine a solution than to execute it in real life 💜 Focus on your key user and think about your solution from their perspective #Hirevel #FounderStories

Are you a Startup or Small Business thinking about investing in Recruiting Software? 🤔 Find out why more and more companies are making this investment and how Frankie can help. #RecruitmentSoftware #Startup #TryFrankie

How to Escape the Broken Job Market and Build a Lucrative Consulting Business (Even If You’re Starting from Scratch): https://lttr.ai/AaqY1 #jobsearch #llc #startup #Consultancy #agency

Identify key roles and skills needed for your startup. This ensures you attract candidates who are the right fit and can contribute effectively. 🧩💼 #RecruitmentStrategy #StartupSuccess https://lnkd.in/dg7HnuvT

What are your thoughts on receiving #creativeCVs? 🔖 Sometimes they can showcase your skills and help you stand out from the crowd, but they don't work for everyone. Check out Lauren Richardson's thoughts on them in this piece on Startups 👇 https://lnkd.in/efU_Yf6m #Creativity #DigitalPR #Throwback #Recruitment

The Real Cost of a Wrong Hire in a Startup > Hiring the wrong person can set your startup back months. For founders, this isn’t just a financial hit—it’s a disruption to momentum, culture, and often your sanity. Startups demand more than just a great resume; they need people with startup DNA—resilient, adaptable, and aligned with your vision. At Funded.club, we understand these stakes. That’s why our recruitment model isn’t just about filling seats. It’s about finding the right fit—quickly, efficiently, and affordably. Our fixed-fee model means no surprises, just results. 🚀 33 days to hire ✅ 100% success rate 💰 70% cost savings Hiring doesn’t have to be painful. It can be your secret weapon for scaling. Let’s build your dream team together. #Startups #Recruitment #HiringChallenges

The biggest hiring mistake I see first-time founders make at the offer stage is making an offer when 𝘁𝗵𝗲𝘆’𝗿𝗲 𝗿𝗲𝗮𝗱𝘆 instead of when 𝘁𝗵𝗲𝗶𝗿 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 is ready. Why is this so bad? As soon as you start talking comp, it changes the dynamic of the conversation…  - The convo becomes all about negotiation  - Candidates start to feel like you’re “selling” them  - Many candidates start to hold their cards closer to their chest and it becomes more challenging have a heart to heart about other dimensions outside of comp That’s why I always like to ask one simple Q before moving to offer:  → “We're all super excited. Assuming we can get to a fair place on comp, 1-10, how likely are you to join?” When I hear 6 or 7, I know I have a lot of work to do. Rather than jump into the offer details, I usually take a step back and ask questions, understand motivations, and see what I can discover.  → “What would it take to get you to an eight? A nine? A ten?” It’s important to uncover and get aligned on these things first, because as soon as you start talking comp, it becomes a lot harder to have an open convo about these other dimensions. (which are equally as important, if not more!) Welcome to Startup Hiring 101 part 20 (link in comments 👇 ), which covers the 1-10 Q, pre-offer checklists, how to structure an offer & negotiate, best practices for presenting an offer, creative ways to close after making an offer, dealing with competition, counter offers, renegs, and exploding deadlines… whew, a lot, I know 😅 ‎ This is the last post in the Startup Hiring 101 series (for now!) — it’s been real! Excited to shift gears though, and start posting more content geared towards growth companies & large Enterprises, starting with data-driven benchmarks based on our unique data set of 1000s of customers & 100M+ data points.