Justin Sleep’s Post

Why do many businesses still hire based on experience instead of potential? In the startup world, adaptability, curiosity, and grit matter more than fancy titles or years of experience. Yet, so many founders miss out on incredible talent because they’re focused on resumes instead of the bigger picture. What do you value more when hiring: proven experience or untapped potential?

Scalability in hiring is an important challenge growing companies face. What works when you’re hiring a dozen people doesn’t work when you’re hiring hundreds or thousands. Without scalable processes in place, hiring becomes chaotic and costly. This isn’t just a problem – it’s a roadblock to growth and operational calm.

When hiring there are two lines of thinking, one that makes you a lot of money, and the other one that costs you a lot of money. What line of thinking do you implement in hiring? Would you change you way of thinking? Comment Below!!!

I recruited "over-qualified" people to be co-founders. Over-qualified is a threat to the hierarchy in a large corporation; someone with different ideas, deep expertise, and the ability to lead and execute at scale is a disruptor of the status quo and problem for the cash cow milking maintenance crew. In a startup, these are exactly the people you want because they'll invent, improve, and move like lightning. They're creators, builders, producers, and truly a threat to the incumbents. Hiring "over-qualified" people for your business is one of the best ways to ensure you beat the competition and win over customers.

We're aggressively hiring at Quantum -- doubling the company in 2025. $5,000 Referrals for any intros (no guarantee periods required, we'll pay as soon as we hire). Looking for the hungriest, most talented & passionate recruiting professionals that want to help build elite teams for the greatest VC-backed founders + startups. Must be OBSESSED - If you want to master your craft, create game changing impact for founders, 2-3x your income and have a ton of fun -- let's chat. Scale Practice: 1) 5x Principal Recruiter 2) 2x Director Recruiting Requirements: - Expert in technical recruiting & clear track record of greatness - Proven top performer in agency recruiting (solely internal recruiters will not be considered) - In depth experience building teams for early stage vc-backed startups - Voracious, insatiable hunger to grow & win (and elevate everyone around you) Search Practice: 1) Partner - CEO/Board 2) Partner - CFO 3) Partner - AI Requirements: - Proven expert in your domain with minimum 100 successful executive searches - Originate business, run a P&L Please message me if qualified & interested!

Hiring for the present is easy. Hiring for the future is tough. Successful companies hire people who are good today AND can also be good tomorrow. It's called Future-Proof Hiring. Skillset is one thing, but how about: 1. Adaptability 2. Cultural fit 3. Potential for growth 4. Ability to learn fast Investing in your team's future pays off - higher morale, less turnover, and increased loyalty. It's a win-win-win. So, when you hire, think long-term. You're not just hiring for today, you're also hiring for tomorrow.

The mystical gut feeling in hiring is an invaluable asset.

Every step towards your growth is a leap of faith. Imagine hiring someone who complements what you do, fills in those skills gaps, elevates how tools in your business are used, and fine-tunes those processes. That's strategic hiring.

Every step towards your growth is a leap of faith. Imagine hiring someone who complements what you do, fills in those skills gaps, elevates how tools in your business are used, and fine-tunes those processes. That's strategic hiring.

After talking to 50+ hiring managers in early stage startups, there are two main hiring philosophies for finding great candidates. 1. A Yankees style approach to hiring. Hiring managers place value on candidates working at particular companies or schools, or specifically at particular time periods. They use the credibility and talent bars of these institutions to proxy skill and values. 2. A Moneyball style approach hiring. These hiring managers place more emphasis on interviews and/or process to empirically screen for particular skills and values that are needed for someone to be successful on their team. Which approach do you prefer?