Joe Goddard’s Post

HIRING FOR START-UPS AND NEW BUSINESSES 💥Hiring for a startup is about so much more than just filling open roles. It's about building a team that truly shares your vision and passion for growth. With limited resources and a high-stakes environment, startups need tailored, agile hiring strategies to find people who are not only skilled but also adaptable and deeply aligned with the mission. 💥 💥As an experienced startup hiring strategist, I understand your unique challenges. That's why I take a focused, personalized approach to help you attract and retain the top talent essential for scaling your business sustainably.💥 💥Ready to level up your team? I'm here to partner with you every step of the way - from crafting compelling job descriptions that capture your culture to optimizing your interview process to closing candidates who are the perfect fit. With my support, you can build a cohesive, high-performing team primed to take your startup to new heights.💥 💥Let's connect and discuss how I can take your hiring to the next level. I'm excited to learn more about your business and co-create a strategy tailored to your specific needs. Just say the word, and let's get started!💥 #TalentAcquisition #Startups #SMBs #HiringStrategist

When I ask people looking to join startups what they are optimizing in their search, I usually hear a version of "I want to be challenged/I want to build again". My follow up is always "In what dimensions do you want to be challenged". I think the answer to this is key to contemplate before jumping into a role or even evaluating whether you are in the right role. Every role has challenges, but those challenges should align with your areas of growth. - Some roles are challenging because they require massive cross-functional work. - Some roles are difficult because they require a sustained amount of focus on a particular problem over a long period of time. - Some roles may even be particularly challenging to you because of a lack of exposure across a domain you haven't worked in prior. This is all to say that figuring out in which ways you want the work to be hard is crucial to picking the right role. And for those hiring, understanding the inherent challenges for a particular role is a great way to help mold the hiring criteria while also being able to articulate to a strong candidate why the problems you are trying to solve are interesting and also aligns with their career growth. #hiring #techhiring #techrecruiting #recruiting

"Beware of these red flags when interviewing. If the application process is bad, the job will probably be worse." --Ex-Microsoft VP of HR [see link below] I admit that, as a hiring advisor to many startups over the years, I felt a little defensive on behalf of this part of my client base when I first began reading the article shared below. "Easy for you to say Mr. ex-Microsoft HR Guy accustomed to tons of resources that can be deployed to create a well-orchestrated hiring process." Startups don't always have this luxury. Interviewing with a startup can be more disorganized than with a more established company, but if you are a job candidate, your comfort level in this situation may be part of determining whether working for a startup is the right fit. The core message of this article goes well beyond company size or stage. It's a question of the level of respect that's given to the job candidate. Even if a company may have a disorganized process in the midst of operating super leanly or rapid growth, this does not preclude treating other humans with basic respect. The interviewing process reveals "tells" about the company's values and culture. Don't ignore them. And if you're on the other side of the equation as the person doing the hiring, does your process send a message that you feel good about? #startup #startups #startuphiring #hiring #interviewing #respect #jobsearch #jobseekers #jobseekertips https://lnkd.in/gEV4dVFN

Have you noticed this before in other companies? What I have learned about hiring and scaling several startups and hiring is, that success isn't just about having the right product—it's about how you go to market.  Let's discuss why hiring outside your industry could be the secret sauce to your GTM strategy! Frequently, hiring managers and recruiters lean towards the notion that internal industry hires are the most secure option. After all, who understands our market better than someone who's been in it for years? But here's the twist: research suggests that reps hired from outside the industry often outperform their counterparts hired internally.  Why is this the case in with most Startups? Fresh Perspectives: When you bring someone from a different industry, you invite fresh eyes and perspectives. They come armed with innovative ideas and unconventional approaches that can breathe new life into your GTM strategy. Diverse Skill Sets: Startups are a melting pot of skills—from tech prowess to sales finesse. Hiring from diverse backgrounds means tapping into a wide array of talents. Consider how frequently you utter the phrase "We all juggle multiple roles." Someone from a different industry might bring expertise in marketing, customer success, or even psychology—all of which are invaluable in the Startup space. Continuous Learning: I've seen firsthand how hiring outsiders can ignite a company's continuous learning culture. They're eager to understand the nuances of the SaaS world, which pushes everyone else to stay on their toes and constantly evolve. At the end of the day, success in Startups isn't just about what you know—it's about your ability to adapt, innovate, and stay ahead of the curve. So, consider casting your net wider next time you're looking to expand your team. Prioritize creating easily understandable content that can efficiently educate both your customers and your GTM teams. Remember, you’re not just ramping up a new marketer or account executive, you’re ramping up your customers as well. #SaaS #GrowthStrategy #GoToMarket #Hiring #Innovation #gtm #gtmstrategy #revenuegrowth #revenue #ThoughtLeadership

Hiring for Success: The Key to Startup Growth! Seek Visionaries, Not Just Employees In the startup realm, your team is your most valuable asset. When bringing on new talent, prioritize individuals who are not merely seeking employment but are genuinely passionate about making an impact. These visionaries will contribute fresh ideas and a strong motivation to drive your startup forward. Emphasize Cultural Fit It’s crucial to ensure that new hires resonate with your company’s values and mission. A shared vision encourages collaboration and inspires everyone to strive towards common objectives. Look for candidates who align with your startup’s culture and show a dedication to its success. Assess Problem-Solving Skills In the startup landscape, challenges emerge daily. Hire individuals who can think critically and adapt swiftly. During interviews, present real-world scenarios relevant to your business and assess how candidates tackle problem-solving. Prioritize Team Players Collaboration is essential in any startup. Seek candidates who excel in team environments and have a proven track record of working well with others. Their ability to communicate effectively and support their teammates will boost productivity and morale. Invest in Potential Over Experience While experience holds value, it’s not the sole factor. Look for candidates who show the potential to grow within your organization. Those who are eager to learn and embrace new challenges can often surpass more experienced individuals who may be resistant to change. By concentrating on these principles, you’ll create a vibrant team that not only drives success but also shares your vision of making a difference in the world! #StartupSuccess #HiringTips #TeamBuilding #Innovate #ChangeMakers

Many companies, especially startups, focus too much on hiring only A+ talent when building their teams. However, experienced managers and successful founders know that individuals with B-level skills can be transformed into A+ players with the right training and guidance. In my humble opinion, the main difference between average performers and A+ talent is their level of productivity and the quality of their work output. These factors are influenced by various variables that can be improved with the right approach. Therefore, if you can understand and optimize these variables, you can transform any B-level talent into an A+ performer. It's important to note that your next A+ hire may not necessarily come from top-tier companies like Google, LinkedIn, or Meta. So, when it comes to talent acquisition, it's crucial to look beyond just the surface-level qualifications and experience to find individuals who have the potential to become exceptional performers with the right support and development. #talent #talentacquisition #hiring

⚙️ Building a Scalable Hiring Process for Startups ⚙️ When you’re growing quickly, your hiring process needs to be as agile as your team. Startups often face the challenge of balancing speed and quality in recruitment, but with the right approach, you can scale without sacrificing talent. Here are 3 key strategies for building a hiring process that grows with you: 1. Define the Role Clearly: Vague job descriptions slow down the process and lead to mismatches. Make sure you have a solid understanding of the skills and experience required and communicate that clearly to candidates. 2. Streamline Decision-Making: Avoid too many interview rounds. Set up a clear, efficient interview process with key decision-makers and focus on asking the right questions to assess skills, culture fit, and long-term potential. 3. Prioritize Roles by Impact: As a startup, every hire counts. Focus on filling the most impactful roles first, based on the company’s immediate growth needs. Prioritizing critical positions ensures that you're deploying your hiring resources where they will generate the most value, accelerating your growth trajectory. 🚀 Hiring Managers: As your team grows, a scalable process is crucial to building a team to help your startup thrive. Let’s discuss how partnering with TalentLab can streamline your hiring and get the right people in the door faster, and more cost-effectively. --

It’s been a while since I shared an update here, so consider this my reintroduction. I’m one of those people who actually likes hiring and managing. Giving well-earned opportunities and helping others become their best selves: it is the part of business that I find most fulfilling. That being said, I didn’t exactly plan to go from a startup executive to a recruiter 15 years into my career, it just sort of happened. But I’m glad it did. Last year, two former colleagues turned co-founders asked me to get involved with their company. They listed several areas they could use my help with, and one of them was hiring a Head of Customer Success. I jumped at the opportunity. I’ve done that job. I’ve hired for that job. I was confident I could find someone great for them. Flash forward a year and I had filled eight roles for their startup, including Head of Customer Success, Head of Marketing, Head of Sales, Head of Analytics, and Head of Financial Planning and Analysis. Indalo Recruiting was born. Who we work with: Early-stage startups need to hit the GO button on team building and make those first “Head of” hires. I also work with VC talent partners that support early-stage startups. Our sweet spot of expertise: Business-side “Head of” hires for software, e-commerce, and content businesses. Typically these are tricky roles to fill because the founders need someone experienced enough to establish a strategy and lead the function, but also willing to do some individual-contributor work themselves. How I work with founders and talent partners: I built my career working in startups, so I come in with the mentality and expertise of an advisor, not just a transactional recruiter. How I work with candidates: With the utmost professionalism, and with an uncommon ability to talk shop about the role, your company, and your industry. A great candidate experience reflects well on your company and increases the likelihood that we will attract and close the best candidate possible. If you’re reading this and we haven’t caught up in a while (or ever!), let me know if you want to discuss startup hiring. #startups #hiring #startuphiring

The best first hire for startup growth teams: A candidate with an accelerating personal growth curve, compared to someone who comes in at 2x the initial stats. Take this example for a first acquisition growth manager: Candidate 1: A paid ads wizard. Impressive stats, but with a narrow focus and limited exposure to the broader growth landscape. Candidate 2: A growth swiss army knife. Not just familiar with paid ads but also SEO, email marketing, and crafting compelling product messages. A self-starter, quick learner, and relentless experimenter. At the point of interview, it's easy to mistaken Candidate 1 as the better fit. Yet, Candidate 2 can achieve drive far greater impact given time, coaching, and autonomy to hit their peak potential. 🔍Spotting a Candidate 2: Ask, "How do you learn new skills?" Listen for abundant stories about tackling new soft or hard skills through first-hand experience, either directly on the job or through personal projects. ⛳ A signal of Candidate 2: Sometimes, the cold LinkedIn message will be from a hungry learner who has spent a lot of time researching your product, taken on side projects to develop a skills portfolio. This person can become a sponge for feedback and personal growth. I’ve hired some of the best people I’ve worked with through these messages. Be careful with warm referrals sometimes – while it can seem attractive to work with people you’ve solved problems with before, it doesn’t always mean that those individuals are best applied to solve new problems. Elena Verna and Andrew Chen have shared wisdom on hiring growth experts at various stages. Common themes for startups include: - Strengths to index for: almost always hire builders and do'ers early on - When to hire: Growth hires come after product-market fit ----- I'll cover how to hire, build and grow a high performing growth team in my upcoming UC Berkeley College of Engineering Growth Marketing course. Link in the comments. #growthmarketing #hiring #ucberkeley

Founders and startup hiring managers. The talent market is strong but this doesn't mean you can be lazy and rushed with your job specs. You still want talent, and the right talent for your startup. These are three things you should always think about when writing job specs, start with Simon Sinek's 'why'. 👩🏽🔧 Why would someone want to work for you? 🏅 Why would someone want to work at your company? 🥇 Why would someone want this job? It's a two way street... those founders and hiring managers that get this, get the best matching talent. (Cute dog picture incase my words are not interesting enough to grab your attention)