Meenakshi Iyengar’s Post

Hire for Growth, Not Just the Role When you’re growing a company, you can’t just hire for what you need today—you’ve got to hire for where you’re headed. A great hire shouldn’t just fill a gap; they should elevate your team and drive long-term growth. Look for candidates who can scale with your company, adapt to change, and contribute beyond the job description. Those are the people who push your business forward. #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

Building a strong team is one of the biggest challenges for #founders and #startup leaders. Some pain points that I hear often: ▪ "I can't find someone who fits the skillset I need AND aligns with our mission and values." ▪ "We're losing quality candidates during the hiring process. They're not accepting our offers.” ▪ “I can’t afford the placement fees charged by traditional staffing agencies, and I don’t feel like they're truly in my corner." ▪ “We’re hiring people and then they don’t work out a few months later and we have to start over again.” ▪ "I want to unite my team around a set of shared values that will make us feel like a cohesive unit and serve as our North Star." ▪ "As we scale, maintaining our unique culture is becoming increasingly difficult." ▪ "We're missing key leadership roles, and it's starting to hinder our progress." ▪ "Keeping my team engaged and motivated is a constant struggle." ▪ "Our onboarding process is not setting new hires up for success, leading to slow ramp-up times and a lack of buy-in." You don’t have to navigate these challenges alone. I can help, and this is what I'm passionate about doing. I have dedicated my career to this work, and launched Talent Magnet Solutions this year specifically to solve these pain points for startups. Send me a message and we can discuss what this could look like for your individual company's needs. #StartupHiring #StartupLife #Recruiting #Hiring #CompanyCulture #EmployeeEngagement #Retention _____________ I'm Christine Bonfante, a Talent Acquisition expert, passionate People Operations advisor, and founder of Talent Magnet Solutions. I help industry disruptors and innovators hire top talent and retain and engage their teams.

 🎖️Hiring: Skills or Art? 🎖️ Hiring skilled individuals is vital for any company’s growth. But have you ever wondered why even top MNCs and startups tend to prioritize art over skills in their job selection matrix? It’s true. 🧐 Selection criteria like relevant industry experience or long-term tenure without frequent job shifts still hold weight, but shouldn’t we question this? There seems to be a “Jhol” (a gap that needs fixing) in company practices that unknowingly—or knowingly—perpetuate these habits. Let me ask you this: Do you think someone with diverse industry experience could be an asset to a company in terms of growth, sales, and reputation? Of course! Yet, out of #insecurity or #fear, we often #overlook such talent. We ignore those who don’t fit the mold of traditional growth paths, even if they possess the temperament and ability to excel. This mindset limits growth, leading many startups to lose momentum within their first few years. As a startup leader, it’s easy to get caught up in the feeling of achievement and assume that everything outside your mindset is either irrelevant or not valuable. But here’s a critical point: Have you ever noticed how people’s behavior shifts when you start coming into the spotlight within your organization? That’s exactly where the need for change arises. It’s time to rethink how we value both skills and art in hiring decisions. #StartupLeadership #CreativeHiring #SkillsVsArt #HiringDecisions #FoundersMindset

Often companies look for employees who have worked at companies at their exact same stage & size. I get it. If you’ve only worked a ginormous enterprises and are applying at a startup you could get a rude awakening. They’re very different environments. That said, I’d like to see more growth minded hiring. Just as valuable, is experience working at slightly bigger / more mature companies because you will know what’s possible and ideally how to help a small to medium company scale. It’s the equivalent of focusing a vision past the next 6-12 months. Growth mindset is huge both for individuals and companies. Especially in hiring. If you’ve only ever worked at small companies, helping them scale effectively might be a problem or at least result in a lot of pain. This is why very often founders end up hiring someone else to take the helm after a certain stage. They are forced to recognize that they aren’t the best suited for the task of scaling. Same is true of managers all the way down the chain. You need someone with experience not only with where you’re at, but also with experience to help you get where you’re going. #hiring #leadership

Hiring Manager: “I need people with minimum 3 years in every role.”   Me: “Am I right in saying the longest you stayed at your last 3 companies was 18 months?”   Hiring Manager: “Yeah but that’s different, I had relevant reasons.”   ❌ GET REAL GARY ❌   The last 3 years have been crazy: mass hiring, mass redundancies, often great people being last in/first out.   Layer that on top with the startup/scale-up world being super volatile even in good times.   I do fully appreciate that 3 years tenure in every role does look great on paper but leaders who are exclusively sticking to this are missing out on some potentially game-changing talent!   The world has changed over the last few years and people need to adapt with the times or run the risk of missing out on potential superstars.

All of the A+ talent is almost gone. You better hurry up! No, that isn’t true. There is a ton of A+ talent out there. They may not want to leave where they are at right now but they are out there. You just have to know where to look and what to say. The title: “All of the A+ talent is almost gone. You better hurry up!” was the subject line of an email I sent out to some potential clients who hadn’t decided to move forward at the time, were still “preparing to hire” or who had just disappeared. The email: If you are still looking to hire, I have placed most of the top 5% of sales talent already but there are still a few who are waiting on you to open up the perfect role. If you are ready to go, just send me “Let’s Go!” If not, no need to reply, just keep being awesome! Thanks, Travis That was it. I sent this to a small handful of people who I felt really good about working with. The very same day I got 3 “Let’s go!”, 1 “LFG!”, 1 “LMFAO” and a “well played sir! Thanks for the chuckle.” In the end, 2 really were ready to go and we are loading up the pipelines as we speak. It never hurts to have a little fun with things now and then. #hiring #recruiterlife #recruiting #saassales #gsd #agsd #sales #startup #founder #ceo

I may be just starting my annual leave but that doesn't mean the fun has stopped. ⏰⏰⏰ Founders ⏰ ⏰⏰ Making your first hires can be a daunting task, luckily over the last 16 years, I have gained 100s if not 1000s of data points to help mitigate the risks. Hiring Managers, in that same 16 years I have grown a community of talent that expects me to deliver the top draw roles. I'm currently representing some top-tier ICs and strategic leaders across EMEA and the US. These professionals are what you would call, game-changers, ready to elevate your team and drive success. 🌟 If you're looking for exceptional talent, let's connect and explore how we can collaborate for mutual growth. 🔥 Use the link to book your slot, W/C 29th July #nudgetalent #nudge #founders #startups #GTMhiring #startuphiring

#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

The "Been There, Done That" Conundrum in Hiring When dealing with seasoned candidates, hiring managers often encounter a confident yet jaded attitude: "Done that, Been there, Stopped it, can do again?" This phrase embodies a complex mix of experience, confidence, and sometimes a hint of boredom. Let's dissect it: "Done that": A wealth of experience, but also a potential lack of adventure. "Been there": Intimate industry knowledge, but possibly just a superficial understanding. "Stopped it": Problem-solving skills, but maybe also a hint of complacency. "Can do again?": Confidence, but also a question mark on innovation. In hiring, this attitude presents: Pros: Experience and confidence Quick start and adaptability Cons: Potential lack of fresh perspectives Overconfidence and boredom risk To navigate this, hiring managers should: Dig deeper with thoughtful questions Encourage new approaches and ideas Balance experience with innovation and growth potential Remember, past performance doesn't guarantee future success. The key is to figure out whether you're dealing with a sequel that outperforms the original or a disappointing remake. #hiring #Startups #leadership #careers CareerTalks by CareerXperts

At CareerXperts Consulting we believe that the right team is the cornerstone of success. We're on the lookout for talented individuals who are passionate about solving complexities in hiring for startups. 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐲 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐣𝐨𝐢𝐧 𝐮𝐬: ~ 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐯𝐞 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭: Do you have ideas constantly buzzing in your head? We're eager to hear them. At Careerxperts, your creativity and insights are valued and encouraged. ~ 𝐂𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲 𝐖𝐞𝐥𝐜𝐨𝐦𝐞𝐝: We’re always on the hunt for curious minds who are eager to explore new possibilities. If you're driven by a desire to learn and innovate, you'll fit right in. ~ 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫𝐢𝐚𝐥 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: At Careerxperts, you'll be your own boss. We welcome individuals with an entrepreneurial spirit who are ready to take ownership and drive their own success. ~ 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Aspiring to hone your leadership skills? We provide the support and opportunities you need to grow into a confident and effective leader. Joining our team means becoming part of a dynamic, forward-thinking group dedicated to making a real impact in the hiring world. Let’s create success together. #Careers #Hiring #ContractStaffing #Impact #StartupHiring #Technology #Recruiters #BusinessDevelopment #NewClientAcquisition #ClientAcquisitionStrategy #CareerXpertsHiring #CareerTalks #Innovation #Startups