James Branton’s Post

Founders (Seed, Series A) and CoS/Ops folks - my wife Britney is building a cool offering to support on the blocking and tackling at growing startups. She's helping with two core things: 1. Process definition, improvement, documentation (think: employee onboarding, sales pipeline and onboarding, operations, etc.) 2. Leadership coaching for new and middle managers (she's an ICF-certified coach) It's a pretty cost-effective 3-4 month sprint with a ton of deliverables that solve directly (and immediately) for some of the biggest growing pains you're facing. Here's the test of whether or not you should work with her: do you have a fully thought-out (and documented) process for what you do when you hire a new employee? If you just raised capital and you're about to hire, you'd better have this nailed. She helps execute this for/with you to take these process-focused problems off your plate. She can help serve founders/mgmt team directly or run this through CoS/Ops. I probably would have melted into a puddle of founder reality distortion field a long time ago if it weren't for her. Let me know if you'd like an intro!

Hire Talent, not Profiles. Many of my hiring mistakes have occurred when I've prioritized qualifications and company background. In a high-growth, high-performance environment, these mistakes often surface rather fast. Talent delivers, Profiles don't! #hiringmistakes #organizationbuilding #startups #management #hiring #leadership #founders

😬 Afraid you're being labeled a ❌ "job hopper" ❌?  Here's the ultimate guide to reframe and get hired 🌟 (from my experience as a Sr. Director in tech)... I understand the frustration of being seen as a “job hopper.” But these days, short stints are common for even top talent! ❌ Hiring Mangers See "Job Hopper" and Pass ✅ But Your Value Hasn't Changed! You Likely Switched Roles For Good Reasons: ❌ Layoffs ❌ Startups Failing ❌ Bad Managers ❌ Unhealthy Cultures ❌ Low Pay ❌ Empty Recruiter Promises 🤝 These situations are INCREDIBLY common now. Do not lose confidence! 🔑 Reframe Your Experience Positively: Layoffs 📉 Reality: Let go amid broader company downsizing 💭 They Assume: You underperformed 🎯 Reframe: ✅ Share great performance reviews & wins ✅ Stress valuable experience even in adversity ✅ State "blessing in disguise" chance to have even bigger impact ❌ Startups Failing 📉 Reality: Ran out of funding 💭 They Assume: You have poor judgement 🎯 Reframe: ✅ Rave about helping gain early traction ✅ Took a chance to expand startup skills ✅ Show how you adapted to uncertainty and adversity ❌ Bad Managers 📉 Reality: Differences in leadership styles arose 💭 They Assume: You don't take feedback well 🎯 Reframe: ✅ Examples of how you leverage input to improve ✅ Articulate ideal management approach ✅ New opportunity to unlock your superpowers ❌ Unhealthy Cultures 📉 Reality: Environment devalued collaboration 💭 They Assume: You don’t work well in teams 🎯 Reframe: ✅ Share times creatively leading teams ✅ Articulate vision for supportive culture ✅ Chance to empower colleagues ❌ Low Pay 📉 Reality: Sought roles to increase impact 💭 They Assume: You just jump for money 🎯 Reframe: ✅ Developed strengths over time ✅ Excited to tackle more complex challenges ✅ Compensation should align to outcomes ❌ Empty Promises 📉 Reality: Role focused on different areas 💭 They Assume: You don't properly vet 🎯 Reframe: ✅ Drove impressive results through uncertainty ✅ Learned where to focus questions ✅ Excited to leverage experience for new challenges Want more job search tips, target companies, and deep dives?  Subscribe to the Top Tech Newsletter: https://lnkd.in/gkaNTqaF

𝗜𝘁'𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗳𝗼𝗿 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 🎓 = = = = = = = = = = = = = = = = = = = = = = Look for individuals who are not just capable, but also adaptable and resilient. People who can weather the storms of business and come out stronger 💪 Consider this. One right hire can do the work of two or three mediocre employees. Now imagine if your entire workforce was made up of these 'right hires'. The growth potential is limitless 🚀 So, the next time you're hiring, think beyond the CV. Value soft skills as much as hard skills. Look for potential, not just immediate capability. = = = = = = = = = = = = = = = = = = = = = = What's one change you'll make in your hiring strategy today for a better tomorrow? 🌈 #hiring #startups #business #leadership

#Hiring is one of the most important tasks in a start-up. The right addition to the team, especially in key positions, can have a significant impact. Often, these decisions are hard and leave us feeling uncertain and confused. Some of the aspects to remember while hiring for key positions: #seniorhiring 1. #Speed is not the mantra while making a critical hire. I would rather be slow and deliberate. And, always be actively searching for top talent. 2. New hires are not just a good resume. But, someone with an operating style that will elevate your current team and a genuine personality with a value system that matches. Finding a fit takes effort and careful evaluation through multiple conversations and assessments. 3. It is tempting to see a senior #hire as an answer to your company's challenges and #growth. This is very unlikely to come true as no one other than the founder has the complete context to find the solutions. New hires could contribute fresh perspectives and co-create solutions alongside the team. While they bring valuable skills, they need time to adapt to the ways of doing things and adopt the company. As a founder, mentor and guide them to become an integral part of the company's core. #belongingness #context. 4. Senior hires should understand that their success lies in actively learning, listening, and building trust with the existing team. This deepens their understanding of the company to drive the future direction. This is often underestimated and leads to damage. #respect #Organization building is a continuous task to build a future-ready #company. Make senior hires at the right time, and invest in purposeful alignment and integration with one teammate at a time. #organizationbuilder #management #startups #seniorhiring #leadership #leadershipdevelopment #founders

Have you ever felt your career path was 'squiggly'? Maybe you identify as a 'Generalist'? Yesterday was 💡#internationalgeneralistday💡 with events across 30+ cities bringing together people who identify as generalists. You don’t need to hire a specialist for every role. There is immense power in generalists, especially as you scale.    A generalist is not a “jack of all trades” but an expert learner, a problem solver and big picture thinker who can effectively apply these strengths across varied fields and roles. Generalists are fantastic people to hire into your business, especially early on as you grow. They thrive in ambiguity, are natural problem solvers and want to bring clarity to the situation in front of them. Generalists make great #strategists for example. You’ll find them in operations to strategy, wrangling chaos and turning it into clarity. They need to know enough about everything to connect the dots, anticipate needs, and ensure nothing falls through the cracks. Keep generalists in mind when you’re hiring. Career paths are not always in a straight line from A to B. Squiggly career paths can indicate range and the person that has one might just be the next best hire for you. See more @GeneralistWorld and happy #InternationalGeneralistDay #generalistpower #hiring #leadership #startups

Hi There! "YOU DON’T NEED MORE PLAYERS. YOU NEED THE BEST PLAYERS". In today’s fast-paced, competitive landscape, talent is the game-changer. Whether you're a startup scaling up or an established company looking to accelerate growth, hiring the right people isn’t just important—it’s everything. The quality of your team is the difference between being a market leader and falling behind. You don’t need a full roster of players; you need the best players who align with your vision, values, and culture. Hiring isn’t just a process—it’s a strategic decision that can define your future success. So, how are you identifying, attracting, and securing top-tier talent? At Divine Hiring, we specialize in matching you with the absolute best people for your business. Whether you need leaders, specialists, or visionaries, we’re here to connect you with candidates who will help you dominate your industry. 💡 Let’s play the talent game together. If you’re looking to build a winning team, drop us your hiring requirements at partner@divinehiring.com. Let’s unlock the future of your business with top talent. 🔥 #Hiring #TalentStrategy #BusinessGrowth #Leadership #Recruitment #TalentAcquisition #DivineHiring

This job market is WILD. To say the least. 😅 While going through my own job search journey recently I learned a ton. About the process AND about myself. Ive shared about my personal experience here and on a few podcasts and I still get tons of messages from people that are actively looking and from leaders that are hiring. Lots of messages and lots of conversations about my perspective on how I got a job and how teams can find top talent. My biggest advice: don’t do it alone. Finding the right fit and hiring the best team takes a community, focus, and expertise. One of my close friends, Swati Garg, founded Melo Associates for this exact reason. They focus specifically on Customer Success and Professional Services recruitment within SaaS and Tech in North America. And the cool thing about them is that not only are they the leaders in the space - they help with ALL levels, from ICs to executive and C-suite leadership. So they can hire your leaders AND help scale your team. I would highly recommend reaching out to Swati Garg if you need help on hiring and growing your team. I’ve loved meeting so many leaders and while we keep seeing waves of volatility and layoffs, I am happy to see so many CS teams growing and hiring more & more these past few months! Onward!!!

Hiring Managers - It’s Time to Rethink Your Approach Are you losing out on top talent because you’re chasing ‘perfect fit’? Let’s get real - Hiring someone with 100% of the skills on your checklist is like finding a unicorn! ✅ Skills can be taught. ✅ Mindset, drive, and willingness to learn? That’s gold!! A strength-based approach to hiring focuses on potential over perfection. If a candidate has 70% of what you need, don’t dismiss them. It’s a classic case of Skill VS Will 👉🏾Are they eager to learn? 👉🏾Do they align with your culture? 👉🏾Are they bringing passion and fresh perspectives? The best hires aren’t the ones who know everything from day one. They’re the ones who are hungry to grow, adapt, and innovate. Stop looking for what’s missing and start hiring for what’s possible. Be open-minded Invest in potential. You might just find your next rockstar! Ask yourself - When you were hired, did you have all the answers? #hiringtips #talentacquisition #strengthbasedhiring #growthmindset #skillscanbetaught

The Director of Sales and the Head of Recruiting were both “Job Hoppers”. OH MY! Backstory - I sent a candidate to my client who checked every box except for 1. The only 1 was that they wanted someone who wasn’t a “job hopper”. Well, this candidate had worked for 3 companies in 3 years, however there was a very good story that made sense. Unfortunately they decided to pass because of the 1 box. I knew she was the best candidate so I asked again if they would interview her and again they declined. So I decided to be creative. I sent the LinkedIn profile of the Sales Director and the Head of recruiting to the team (the hiring team was the CEO, COO, Sales Director and Head of Recruiting). I pointed out that both had averaged about 1 year per company over the last few roles. I built a case. It worked. This was about 1.5 years ago and last year she broke the company's record for sales. The Director of Sales and the Head of Recruiting were both “Job Hoppers”. OH MY! #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo