Jarren Pinchuck’s Post

If you are looking for good hires, BE SURE: 🌱 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐒𝐡𝐨𝐮𝐥𝐝 𝐓𝐨𝐩 𝐘𝐨𝐮𝐫 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐂𝐫𝐢𝐭𝐞𝐫𝐢𝐚 🌱 Hiring isn’t just about finding someone with the right skills—it’s about finding someone who’s ready to grow with your business and take ownership of their role. Here’s why emphasizing a candidate’s development potential and ownership mindset leads to high-impact hires: 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬 Candidates with a genuine thirst for learning bring more to the table over time. Ask about the latest skills they’ve acquired or challenges they’ve tackled. Their ability to continually adapt and grow adds value beyond their initial role. 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩 𝐌𝐢𝐧𝐝𝐬𝐞𝐭 𝐃𝐫𝐢𝐯𝐞𝐬 𝐈𝐦𝐩𝐚𝐜𝐭 Look for candidates who treat their work like it’s their own business. An ownership mindset means they go above and beyond, taking full responsibility for outcomes. These individuals are proactive, resilient, and committed to making a difference. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐆𝐨𝐚𝐥𝐬 𝐒𝐢𝐠𝐧𝐚𝐥 𝐃𝐫𝐢𝐯𝐞 Candidates who actively set and pursue their own professional goals demonstrate a self-driven attitude. They’re often the ones who’ll exceed expectations and help your business stay ahead, even as needs evolve. 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 Those with a high growth potential and ownership mindset tend to outperform in the long run. Their proactive development keeps them—and your organization—at the forefront of industry trends, skills, and innovation. By prioritizing development potential and an ownership mindset, you’re not just hiring for today—you’re investing in tomorrow’s leaders. 🌟 #Recruitment #Hiring #ProfessionalGrowth #DevelopmentPotential #OwnershipMindset #TalentManagement #AI #LLM #startups #RemoteHiring #RemoteTeam

#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

As Recruiters, we love getting our hands dirty, especially while hiring for roles we've never held. Oftentimes, after a funding round, when your company is about to go into hiring mode, there could be roles that require someone with a solid entrepreneurial mindset. For example, take hiring your first Product Engineer, Business Development, CSM or your very first Developer, especially in a new geography - these roles are certainly not your run-of-the-mill straightforward hiring. You need to invest a lot of time researching, understanding the TAM (Total Addressable Market), market mapping, talking to a lot of folks before zeroing in on a candidate. For this particular role that I was hiring for, I reached out to an amazing person from one of the FAANG companies, who, at the time, wasn’t on the market. Our conversation revolved broadly around the below three questions, and if you're a Recruiter, I strongly recommend you to ask these questions to folks who seem too established or unpoachable but are brilliant in their own field, 🚀What kind of role would attract you to work here? 🚀What factors would be most critical for you? 🚀Who are the five most outstanding (insert role) advocates you’ve ever worked with? I then reached out to each of those people and had the exact same conversation. And, that is exactly how we hired the first-ever CSM in one of the startups that I was working for, at the time. It all started with one good conversation - one good conversation that pivoted us to the right direction! #Recruitment #HiringStrategies

If you're trying to break into the #startupworld but aren’t sure which role to target, #Operations might be the most #versatile and #rewarding option to consider. #Who can apply? The beauty of an Operations role is that almost anyone can apply, regardless of their background! Operations is a great entry point because it touches every aspect of a business, giving you a broad exposure to how startups function. #What does an Operations role involve? Operations roles ensure that a company runs smoothly, and responsibilities often include: Managing day-to-day processes, Streamlining workflows, Coordinating between teams (Product, Sales, Marketing, etc.), Optimizing resources, and Solving various problems on the fly. #Key Soft Skills: 1. Problem-solving: The ability to think quickly and find solutions to unexpected challenges. 2. Communication: Clear and effective communication with cross-functional teams. 3. Adaptability: Startup life changes rapidly, so you need to be flexible and open to new challenges. 4. Time Management: You’ll juggle multiple tasks and need to prioritize effectively. 5. Attention to Detail: Ensuring everything runs smoothly requires catching small mistakes before they become big issues. 6. Collaboration: Operations require working with different departments, so being a team player is essential. #Key Hard Skills: 1. Project Management: Experience or knowledge of tools like Asana, Trello, or Monday to track projects and deadlines. 2. Data Analysis: Basic proficiency in Excel or Google Sheets to track performance, manage resources, and create reports. 3. Process Optimization: Understanding of how to improve workflows and reduce inefficiencies. 4. Budget Management: Basic financial skills to manage budgets, costs, and resources efficiently. #Why Operations is extremely rewarding? You’ll get a glimpse of everything. From people management to process optimization, Operations provides insight into each department’s pain points and successes. This means you'll be well-equipped to move into other roles over time, like Product Management, Marketing, or even Business Strategy. In fact, I #started my #career in #Operations and only realized my #passion for #ProductManagement after collaborating closely with Product Managers. The exposure I gained helped me understand the entire product lifecycle and where I could add value. #Salary Range in India: ₹4-7 LPA for entry-level positions, ₹8-15 LPA for mid-level roles, ₹16-25 LPA for senior roles. #How to get started (and land that role): Cold emailing is one great way to make a strong first impression on startup teams. If you want a sample cold email template, #dropacomment below and I’ll send it your way! Startup life is fast-paced, but if you thrive in dynamic environments and enjoy problem-solving, Operations could be the perfect role for you to learn, grow, and carve out your niche. 

Recruiting adventures: Me: "Hi there! I have an incredible candidate for your open position, and I think you'll love them!" Hiring Manager: "I'm not interested" Click - Hangs up!! Me: "Well, that was...brief. Definitely call him back again... he just doesn't know he will need our services yet." 😉 Recruiting: Where persistence is key and hang-ups are just part of the game! Go back one more time....📞 #SuccessStories #TechLeadership #RecruitmentExcellence #recruiting #talent #Leadership #Recruitment #CareerInsights #HealthcareRecruitment #Tech #AI #CareerAdvice #Leadership #talent #recruiting #global #innovation #management #technology #creativity #futurism #startups

The #PostOffer phase is crucial. It's where your EVP and Candidate Experience (CX) matters the most. #CareerX elevates CX, and helps build rapport and commitment among candidates.

Some learnings going from hiring for a post-IPO, hyper growth company to an early stage startup: • Soft Skills vs Technical - Hiring for soft skills and aptitude is often undervalued. You can focus too much on someones technical skills, it does not mean they will be a good fit for your company. Hiring people with a startup mindset, an ability to learn fast and are aligned to your company’s mission and vision, should be the basis of any hiring decision. • EVP - You don’t have a brand that speaks for you, no matter your size every company has an employee value proposition, you must be able to convey this and differentiate yourself to candidates during your hiring process. • Engaged Hiring Managers - Hiring Manager and C-Suite involvement in attracting top talent is even more important at an early stage (this goes for any company at any stage, but especially startups), the best candidates go to the most engaged hiring managers. • Referrals - Referrals in a startup are arguably even more important. It allows you to bring in top talent from like-minded employee networks that you might not otherwise be able to attract. It reduces time to hire, cost per hire and more. External referrals from investors and wider networks are underrated and often under-leveraged.

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

In hiring, as in sports, the right attitude can outshine raw skill or knowledge. The player with the right attitude pushes through, learns, adapts, and overcomes. In the corporate arena, especially in the dynamic world of B2B SaaS, this couldn’t ring truer. Here’s why attitude is the MVP when building your team: ➡ Adaptability: SaaS evolves constantly. Employees with a growth mindset can pivot faster, turning challenges into opportunities. ➡ Team Chemistry: Skills can be taught; fitting into a team’s culture can’t. A team player elevates everyone’s game. ➡ Long-term Investment: Hiring for attitude is investing in someone who will grow with the company, not just fill a gap. Statistics back this up. Harvard Business Review notes that 80% of employee turnover is due to bad hiring decisions, often focused too much on skills, not fit. Meanwhile, a study by Leadership IQ supports this, stating that 89% of hiring failures are due to poor attitudinal matches, not lack of skill. So, while you’re out there scouting for your next game-changer, remember: Skills make you good, but attitude sets you apart. Will they dive for the ball? That’s the question you need to answer. #teambuilding #saas #b2b #hiring

Playing it safe in hiring might seem secure, but it won’t give your startup the edge it needs to thrive. Bold ideas require bold hires - the ones who think differently, challenge norms, and drive real change. At CareerXperts Consulting , we go beyond conventional recruitment to bring you talent that stands out. We specialize in identifying disruptive thinkers and innovators who can propel your business forward. Safe hires maintain; bold hires transform. Why CareerXperts? ► Find game-changers ready to make a difference. ► Fuel your startup’s growth with fresh perspectives and innovation. ► Go beyond safe bets and embrace a bold hiring strategy. Ready to make waves in your industry? Dare to hire boldly. Talk to us at info@careerxperts.com or visit www.careerxperts.com today. #BoldHiring #InnovationThroughPeople #DisruptiveTalent #CareerXperts #StartupGrowth #Careers #Career #Jobs #Hiring