Kakushin’s Post

🚀 Unlock Your Startup's Full Potential with These Important Traits 🚀 Hiring top talent isn't just about filling positions—it's about finding individuals who embody the core traits that drive each unique startup's success. Here’s what we’ve found makes a standout team member: Builder’s Mentality 🔨 Look for candidates who build, not just work. They take pride in crafting and seeing their progress over time. They’re excited by the journey and prepared for the steps it takes to achieve growth. Owner’s Attitude 🏆 Seek individuals who treat the business as if it’s their own—because with equity on the table, it partly is! Not just okay with thinking beyond the job description, but insisting on it as they consistently make decisions that drive the company forward. Proactive, strategic thinkers who prioritize effectively will stand out. Use of "we" in describing past efforts is a great signal here. Grit 💪 Identify those who embrace challenges and thrive in ambiguity. They understand that setbacks are opportunities for learning, not just failures. Teammate 🤝 Look for collaborative spirits who believe in the power of teamwork. They understand that a cohesive team can achieve more than individuals working in isolation. NOTE: Education isn't on this list. While many Ivy League (and other "top school") grads embody these traits, we've found this criteria WAY more successful in hiring longterm startup teammates than just going by education alone. And lets us have a way bigger pool to work with. Customizing these traits to fit your startup’s unique needs is key. If you’re ready to dig into what makes your team exceptional and find the perfect fit, let’s connect! 🌟 #StartupHiring #TalentAcquisition #Leadership #TeamDynamics #StartupCulture #HustleHunters

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

🚀 Startup Hiring: Lessons from the Trenches 🌟 When I first ventured into startup hiring, I made a crucial mistake: I prioritized degrees over mindset. 😅 The result? A valuable lesson in what really matters when building a dream team. Here’s what I’ve learned about hiring in the startup ecosystem: 📚 Degrees Aren’t Everything: Look beyond the resume. The real driver is the passion and fire within! 🏆 Ownership is Key: Seek out those who seize opportunities and take full responsibility, not just those who complete tasks. 🎭 Versatility is Essential: Your ideal candidate should embrace diverse roles and responsibilities with enthusiasm and adaptability. 🌱 Growth Mindset > Fixed Skillset: A willingness to learn and grow is more valuable than a static set of skills. 🤝 Trust and Reliability: These are the cornerstones of a strong team. Look for individuals who are dependable and build a culture of trust. 🔍 Elevate, Don’t Just Execute: The best hires don’t just meet expectations—they exceed them and push the boundaries. 🗣️ Feedback & Challenges: Embrace them! They’re opportunities for growth and improvement. 🌈 Embrace the Chaos: Startup life is unpredictable, but it’s also where innovation thrives and exciting opportunities arise. The big realization? The ideal startup hire is someone who is eager to learn, hungry to prove themselves, and sees multiple responsibilities as an exciting challenge, not a burden. In the startup world, it’s not about past achievements but about potential and willingness to grow. Are you assembling a team ready for the adventure? 🗺️ What’s your experience with startup hiring? Any lessons or insights to add? Let’s share and learn together! 💡 #StartupLife #HiringLessons #InnovationMindset #TeamBuilding #StartupCulture #LeadershipInsights #EntrepreneurialSpirit #PersonalGrowth P.S. Every hiring mistake is a step towards building your dream team. What’s been your biggest hiring lesson? 👣

Why your first hire can make or break your startup One of the most critical ones is hiring your first employee. Your first hire is not just an employee, but a partner, a leader, and a representative of your startup. They will help you shape your vision, execute your strategy, and solve your problems. They will also set the tone and standard for your future hires, and influence your company culture and values. That's why you need to be very careful and selective when hiring your first employee. You need to look for someone who shares your passion, vision, and values, and who has the skills, experience, and attitude that complement yours. You need to look for someone who is flexible, adaptable, and willing to learn and grow with you. You need to look for someone who is not afraid to fail, but eager to succeed. Hiring your first employee is a big step and a big investment for your startup. They can help you take your startup to the next level, and beyond. Thoughts ? #startup #employee #hiring #failure #business

Hiring for Fit vs. Innovation in Startups In the startup world, hiring for fit is critical, but it shouldn’t come at the expense of innovation. What does hiring for fit mean? Culture fit ensures candidates align with your company’s values, fostering collaboration. But there’s a fine line—prioritizing fit can lead to hiring only those who think like the founders, creating an echo chamber that stifles creativity. Here’s why a balance is essential: → Encourage Critical Thinking: Seek candidates capable of dialectical thinking—those who can hold two opposing ideas and navigate the tension between them. → Diverse Perspectives: Look for individuals who can diverge and converge on ideas, bringing in fresh insights that challenge the status quo while respecting your core values. → Foster Innovation: You want team members who can propose innovative solutions but also understand the reality of your business environment. How do you approach hiring for your startup? Share your experiences below! P.S. At Gödel Consulting, we’re building a network of top A-players who blend fit with innovative thinking. Let’s connect if you’re looking for your next key hire!

Hiring Exceptional Talent: A Real Challenge In today’s fast-evolving tech landscape, finding truly exceptional talent is no easy feat. The gap between claimed expertise and actual capabilities is wider than ever, making the hiring process one of the biggest challenges for organizations, especially startups. ✅ What’s the real challenge? Many resumes boast impressive buzzwords, but only a few candidates can demonstrate real-world expertise. Understanding and implementing solutions from documentation—a fundamental skill—is often lacking. In high-pressure environments like startups, where every team member plays a crucial role, this gap becomes even more evident. ✅ What are we looking for? We need professionals who don’t just tick boxes on paper but deliver real results: People who take ownership, understand the nuances of the task, and meet deadlines. Engineers who innovate and solve problems, not just follow instructions. Individuals with passion, commitment, and the drive to excel in challenging environments. It’s not just about hiring; it’s about finding the right match for the vision and goals of the organization. To all employers: Hiring great talent might be hard, but it’s worth every effort to find those who will genuinely contribute to your mission. To all job seekers: Bring your authenticity, skills, and determination to the table, and opportunities will always find you. Let’s bridge the gap, one hire at a time. #HiringChallenges #TechTalent #StartupLife #ExceptionalTalent #SkilledProfessionals #RecruitmentRealities #BuildTheFuture

𝟖 𝐓𝐢𝐩𝐬 𝐭𝐨 𝐈𝐧𝐜𝐫𝐞𝐚𝐬𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲 💼✨ Looking to enhance your team's efficiency? Here are some actionable #tips to boost productivity and drive success: 1. Set Clear Goals & Priority 🎯 2. Invest in Professional Development 📈 3. Foster Open Communication & Collaboration🗣️ 4. Provide Adequate Resources 🛠️ More tips on article https://lnkd.in/gMBRrtzv Share your thoughts on what can enhance #productivity. Drop your comments! 🗣 #recruitment #tech #hiring #startups

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

Hiring your first team members is one of the most important steps for any early-stage startup. These individuals aren't just employees but foundational members who will help shape your company's trajectory and culture. I’ve helped think through these steps with many of our portfolio companies. Here are some key tips to finding those crucial first hires: 📋 Define Your Needs Identify the essential skills and roles needed to kickstart your startup. Prioritize versatility and adaptability in candidates. Think through your company's long-term vision and how each role will evolve as you grow. 🌐 Leverage Your Network Tap into your professional network for referrals. Trusted connections can lead you to candidates who align with your vision and values. Networking can also provide insights and recommendations that might not be visible through traditional hiring channels. 📣 Use Diverse Recruiting Channels Utilize Slack groups, startup job boards, specialized communities like SheTO, and social media to reach a broader pool of candidates. 👐🏽 Evaluate Cultural Addition Ensure candidates have the experience and align with your startup’s culture and values. Also, someone who can bring a different perspective to the table. This is crucial for long-term success and team cohesion. 🔄 Be Ready for Evolution Understand that your initial team may evolve as the company grows. Embrace the changes and new perspectives that come with scaling. Curious to hear from the community-  Anything you would add? Let’s discuss it! 💬👇🏽 #StartupLife #HiringTips #TeamBuilding #EarlyStageStartup #founders