Oli Stockford’s Post

🐣 numi origins Even though technology is changing the world, people are still, and will always be, the beating heart of every company. As founders working in the recruitment industry, we have seen the changing nature of the hiring, recruiting and staffing industry and its evolution since the last 90s. Originally we saw the birth of the tech recruitment industry during the dot com boom when during those days advertised response was crucial, and your contacts were HR leaders in personnel departments. The pace of change has accelerated, those Personnel departments for HR Leaders have been replaced with People, Culture & Talent teams. Those early days of building teams for disruptive technology companies, driven out of Paolo Alto, were exhilarating. We found very early that working in an embedded onsite capacity, building teams for Amazon, Sky, British Gas Connected Homes, Skype, Hailo and many more led to true partnerships. Our Founders worked together for many years at a boutique recruitment company, deeply entrenched in the tech industry before moving to gain experience and expertise in working in larger global recruitment companies. During these years operating at scale in a global capacity presented great learning opportunities, for example how to share and collaborate effectively in organisations with hundreds of employees with multi-layered structures and well-defined ways of working. We continued working with modern technology companies, building onsite embedded recruiting capabilities, SOW services and travelling the world networking and experiencing a variety of cultural approaches to building teams. Through all of our years and all of our learnings, it is clear that the original methods and ways of working were no longer fit for purpose. We have a dream, that we can raise the bar, and raise the perception of the hiring, staffing and recruitment industry. We believe we should have a seat on the board influencing the successful growth of our clients working with the investors, founders and C suite to shape their team’s structure. This passion and desire to raise the bar are unwavering. We are entrepreneurs, creative thinkers and disrupters and we always shared a 2020 vision, to build a recruitment organisation in a different way. During the height of the pandemic, numi was born. We are bold, we are courageous, we do things the right way, and we are building a business for scale. I wrote this in the pandemic, still works today. #founders #recruitment

To Organisations Hiring in 2025: Don’t Wait for the Frenzy The job market is about to shift into overdrive. Did you know that, on average, job search activity in the UK jumps by over 55% between December and January? By mid-February, it peaks with a 29% increase in activity compared to a typical week. I came across James Osborne post and couldn’t agree more. It resonated so much with me that I had to share my spin. Here’s the reality: as of November, over one-third of UK employees are already considering their next move. Right now, people in every business—even yours—are thinking about fresh starts and opportunities for 2025. Smart businesses aren’t waiting for March or the new financial year. They’re partnering with One Way today to get ahead of the bunfight, build talent pipelines, and secure the best people while they’re still looking. Waiting until later means risking losing out on the top talent. As the saying goes, “Don’t put off until tomorrow what you can do today.” You can start building your 2025 dream team now. Let’s shape your success together. #recruitment #news #jobs #construction James Vincent Brad Strickland

The next phase of HireScale is coming and we’d like to invite the people & #talentacquisition community to invest in our ground-breaking talent mobility marketplace! VC’s aren’t the only ones who can cash in big on early stage startups. Here’s a chance for those on the front lines of hiring to cash-in on a meaningful product built for TA by TA. We have 20 spots open for investors from the following categories: 💜 Independent Recruiters- showcase your expertise while helping us build features to support your business with talent, leads and operational support. 🏢 Talent vendors- showcase your talent products or services while shaping our platform to help you hire talent, drive client leads and promote your brand. 👩🏫 👨🏫 People, Talent and C-level executive hiring leaders- Build your team with insider access as we customize our talent mobility marketplace to suit your business. Minimum buy-in is 5k and we’re matching up to 25k. By advance purchasing a two-year subscription and helping us with feedback, we're going to customize product features to support your business. Plus, the investment opportunity is estimated to yield a 💯x return over 5-years. Are you ready to cash-in on the #futureofwork? 👍 HireScale

Recruitment: The Work Tech category that’s seen the most disruption as of late 👇 💥 2020-2021 saw a hiring frenzy that fueled massive growth. 📉 Since mid-2022, funding has nosedived by 86%. ⚖️ Once the powerhouse behind a third of global Work Tech investment, the category is now at a crossroads. Despite the challenges, this isn’t the end—it’s a reinvention. Category disruptors and upstarts stepping into the gap have a real opportunity to take brand-forward approaches and position themselves as future leaders. Some brands we'll be paying attention to: Greenhouse Software, HireVue, Bullhorn, Ceipal, Checkr, Inc., Paradox, hireEZ, ClearCompany, JazzHR, Lever, Jobvite, Ashby. Bret Starr Ashley Bernard Kevin Mangum Matt Tatum Jaidyn Hays Racheal Bates

Attracting top tech talent isn't just about offering a paycheck; it's about creating a compelling workplace that tech professionals can't resist. Here are the key strategies we've found essential: Competitive Compensation & Benefits: Top talent expects top rewards. Offering competitive salaries, comprehensive benefits, and attractive perks is a must. Innovative & Challenging Projects: The best tech minds thrive on innovation. Highlighting exciting, cutting-edge projects can make all the difference. Positive Company Culture: A supportive, inclusive, and collaborative work environment is key. Talented professionals seek workplaces where they feel valued and empowered. Career Growth & Development: Opportunities for professional development and clear career paths are crucial. Show potential hires that their future is bright with your company. Strong Employer Brand: Building a reputation as a forward-thinking, respected employer attracts top talent. Share your successes, industry recognition, and employee stories to create a magnetic employer brand. At Spinnaker Search Group, we know what it takes to attract and retain the best in tech. Let’s connect and build the future together! #TechTalent #TechRecruiting #HybridWork #GetHired #Innovation #CareerGrowth #CareerOpportunity

5 countries in 2024! I went from state to multi state and now global recruiting. My first executive placement was a Executive Director of IT. The role paid $405,000, plus bonus. Started STEWART KELLEY & ASSOCIATES from absolutely nothing. A complete startup. I have been blessed to now represent some of the most talented people in this world. The funniest thing I get asked, “what do you specialize in”. Folks, headhunting is a skill you learn and once you become good at it, you specialize in PEOPLE. 2024 has started out rough for some, the commercial real estate market has seen its worst depreciation, companies have trimmed some areas where they can use AI, but, 2024 has also been a year so far that has delivered some of the most opportunities. When you start today, you have a choice of thinking how bad it is or you can choose to look further ahead and grab the opportunities that are out there. #2024economy #outlook #globaleconomy #staffing

Recruitment, bloody hell!! 2024 is a year to remember for me personally🫧 For many reasons….. As we wrap up for the year, I want personally thank 🫧John Healy & Finn Neville for starting a journey we’ll never forget. As my business partners welcome new life into this world 👶 which is an absolute blessing, we have to remember the people we’ve lost along the way also 🕊️😇and raise a glass to them 🍻 I’d like to thank all the companies, clients and partners that put there trust in us and to every connection I’ve made whilst working through projects, it’s been a real pleasure to meet so many talented people in the tech industry. I thought about printing a few stats and achievements we’ve done this year, but it’s been so much more than numbers… The key points I’d like to mention is that we have a 90%+ success rate on projects we’ve taken on and hit 3 major targets; 1/ Survival number 2/ Stretch Revenue number 3/ Beyond our wildest dream number I’m also conscious that it’s tough out there at present and the market has been changeable at best for many reasons. So this is for the… 1/ Risk V Reward people 2/ The glass half full guys 3/ Positive outlook personalities The 3 of us have achieved what we’ve achieved because firstly, we’ve worked hard, but been smart, tried different approaches, kept market savvy, and ultimately found companies that were hiring and asked (pitched!) them to give us an opportunity and worked hard to deliver. It isn’t rocket science but resilience in recruitment is key. If you’re relatively new in recruitment and finding it tough… stick in there, do what you know works (if you don’t know, ask!) and graft your way through it!!! As we look to eat, sleep, recruit, repeat in 2025! I can’t wait and look forward to connecting further as we grow next year!! Merry Christmas and have a prosperous new year 🎄🎉🤩 #GTMLab #TheLab #Hiring #Growth #Recruitment #Tech

2025 I feel will bring new challenges when it comes to the offer stage. There is an old saying 💰 "Cash is King" 👑 that may be true but what certainly has transpired is time ⏱️ is the new Cash💰. If you are hiring this year do the following things; ⏱️ Do not waste time, if you like someone offer them. Don't go back to the market to look for a unicorn! By the time you realise that unicorns do not exist your preferred choice will be long gone. 📋 Keep the process simple and structured. Avoid adding in surprise stages with additional key stakeholders near the finish line. ✉️ Lead with your best offer, haggling over a few €/£/$ not only devalues the offer but also sows a seed of doubt in the candidates mind of where you value them. 📈 Equity / Stock options in the current climate are not as appealing as Full Remote / Hybrid. People value their time more than a pipedream. If you are scaling your team and would like a consultation to discuss how to approach the 2025 landscape feel free to reach out! #recruitment #technology #hybrid #remotework #2025 #processes #interviews #negotiations #Dublin #Ireland #london #UK

Everyone wants to hire top talent 🥇 The track record.  The network.  The ability to drive growth. Remember, joining a scale-up is risky.  Make it worth their while.  Pay top $$$ to attract the best.    But I get it, you're a scale-up.  Can't pay top quartile.    Equity may be your play.  But if the location is non-negotiable,  Then compromise on comp won't cut it.    Don't stress Here's 5 ways how to win top talent as a scale-up 👇: #hiring #toptalent #incentives

Last year, we witnessed a significant shift in the startup employment landscape, marked by layoffs and changes in hiring priorities. Our latest compensation report digs into the dynamic shifts in startup hiring and compensation we’re navigating today. In the ever-evolving landscape of VC-backed startups, understanding these trends is crucial for shaping effective HR strategies. The past year witnessed a notable reset in startup employment dynamics. A significant highlight was the unprecedented contraction in startup employment—a first in at least five years. This contraction was fueled by a wave of layoffs, with more than 18,000 employees affected in January 2023 alone. While startups continued to hire, their priorities underwent a discernible shift. Roles in engineering, sales, and operations took precedence, while functions in customer success, support, and product saw a relatively lower influx of new hires. Interestingly, compensation strategies also evolved, with average salary levels increasing for entry-level workers and C-suite leaders, while new managers and VPs experienced a decline. Here are some key takeaways from our report: 🔹 Hiring activity halved in 2023 compared to previous years, indicating a significant slowdown in recruitment. 🔹 Employee turnover remained considerable, with about 32% of hires from 2022 and 23% of hires from 2023 already moving on. 🔹 Equity packages have shown signs of stabilization, with a slight increase observed in the average amount of equity issued to new hires. Understanding these trends is paramount for HR professionals and business leaders alike. Stay informed, adapt proactively, and navigate the changing landscape with confidence. Read the full blog post here: https://lnkd.in/gA5fCWHe #HRInsights #StartupTrends #CompensationStrategy #HiringTrends