Peoplex’s Post

Hiring is broken. We should be able to hire people in 3 days. Not 30 days, not 3 months. The magic wand experience should be ---> Step 1: I need a person with these skills Step 2: It gives me 3 profiles that are super curated with already assessed soft skills, hard skills. Step 3: Quick conversation within 24 hours. Calendly integration. Step 4: Role out offer in 48 hours. Step 5: They join in 72 hours. Built specifically for startups. Pick people with no notice periods. Take 25% of their first salary from employee and employer. Can start with junior roles and then move to senior roles. Can someone build this? #recruiting

How do you break up with a company you haven't even joined? I used to admire a thriving startup, and with my experience in the field, I felt confident that I could contribute value to the brand. Soon my fate shined, and there was an opening for my profile. I applied and waited. I got a call from HR, and everything was going just as planned. HR told me they expect employees to work on weekends since they are a thriving startup. I agreed. She told me it's a 5.5-day working schedule; me coming from 5 days working still agreed to it. But suddenly they ghosted. I thought, What went wrong? While I was disappointed, I decided to move forward. Several months later, when the same position opened again, I reached out directly to the founder on LinkedIn. I shared my updated CV, highlighting the additional skills I had acquired since my previous application. To my surprise, I received a rejection email almost immediately. The email read that you are not suitable for the role; we have found someone else who is. A few days later, and I saw the same brand ad for a gut health product they were selling, and the ad read like HUG IT OUT with a poop creative. The shit just got real 🙃 #jobhunting #careers #opportunities

11 jobs in 13 years. We worked with a client a few months ago that had 11 jobs in 13 years. A few corporate roles. 2 failed start-ups. 1 wildly successful start up. And a few mid sized companies. A brilliant strategist, leader and engineer, he followed the money and the adventure. Moved his family around the globe, lived in 7 different countries. Not once did he regret his path or make excuses about having so many jobs. He landed a new position with one of the largest streaming services in the world last week. Major money. Major job. Why is it that we think we cannot change jobs as we wish? Because some recruiter or hiring manager 100 years ago deemed you unworthy by having 'too many' jobs. I call bullshit. No group of people or antiquated idea of who you should be should actually impact WHO you should be. You do you. #resumewriting #jobsearch #jobhopper

What Nobody Tells You About Hiring Your First Employee Hiring your first employee is one of the biggest milestones for any startup. And it’s terrifying. I thought we were prepared. We’d written the job description, listed the skills we wanted, and thought about culture fit. But here’s what nobody tells you: it’s personal. Your first hire isn’t just filling a role – they’re becoming a partner in your dream. You’re trusting someone with something you’ve built from scratch. And that’s scary. You overthink everything – are they as passionate as you? Will they stick around? What if it doesn’t work out? For us, the lesson was clear: Hire for belief in the vision, not just skills. Skills can grow. Passion for the mission? That’s harder to teach. It wasn’t an easy process, but we learned that finding someone aligned with your purpose is what makes it worth it. What’s one thing you wish someone had told you before your first hire? P.S. Lagoon is built to help founders make smarter hiring decisions – because finding the right fit early on can change everything. #startup #hiring #jobs

A note to (some) hiring managers: While you’ve been taking weeks to find a unicorn, another company just hired a “not-quite-unicorn” and is onboarding them today. While you’re bringing in your unicorn for the 5th interview over the last two months, that other company’s “not-quite-unicorn” has already made good progress towards improving processes and resolving issues their company was facing prior to them being hired. While you’re reviewing the project you required from your unicorn, that “not-quite” has had a surprisingly fast learning curve while improving efficiency and adding to team morale. While you finally decided not to hire that person because they were not “unicorn-enough”, that “not-quite” has completed their third major project and has become an effective, valuable, and crucial member of their team. When you start searching for another unicorn, other companies are now swooping in to grab your other employees, who have become very tired of the added responsibilities of an open spot while their hiring manager waits for that unicorn…. #hirebetter #hirefaster #helpothers #fixhiring #nounicorns

If you're torn between joining a startup or an MNC, this comprehensive guide will clarify the key differences across various aspects such as structure, stability, learning opportunities, scope of work, career growth, work-life balance, and culture. Understanding these distinctions will help you make an informed decision about which environment best suits your career aspirations and lifestyle preferences. 1. Structure - MNCs: Well-defined career progression (e.g., SD1 to SD2 takes 2-3 years). - Startups: Rapid advancement possible (e.g., becoming a tech lead in one year). 2. Stability - MNCs: Generally more stable jobs, though layoffs can occur. - Startups: Stability depends on performance and funding; more prone to layoffs. 3. Learning Opportunities - MNCs: Specialized and deep knowledge in specific areas; linear learning curve. - Startups: Broad exposure to various tasks and responsibilities; exponential learning curve. 4. Scope of Work - MNCs: Defined roles with specific tasks; feature decisions made by product teams. - Startups: Greater involvement in decision-making; can see your work go live quickly. 5. Career Growth - MNCs: Predictable career progression and salary growth. - Startups: High risk and high reward; potential for significant financial gain if the startup succeeds. 6. Work-Life Balance - MNCs: Better work-life balance with defined log-off times and dedicated on-call teams. - Startups: Demanding schedules; you may need to handle issues anytime, including weekends. 7. Culture - MNCs: Formal and structured; clear boundaries between work and personal life. - Startups: Informal and close-knit; work environment feels like a family due to the time spent together. Thanks for Raj Vikramaditya Aka Striver, Pls refer below link https://lnkd.in/egtiU-jJ

*****From Crisis to Success: How FoxCraft Partners Saved the Day for a Leading Staffing Firm***** Imagine a scenario where your company's growth is halted due to unfilled critical roles, and your team's productivity is plummeting. This was the dire situation faced by a prominent staffing services firm. With time ticking away and deadlines looming, they turned to FoxCraft Partners as their last resort. Our team sprang into action, leveraging our expertise and network to deliver top talent swiftly. The challenge was daunting: Fill 5 critical roles within 6 weeks Meet specific skill requirements Ensure cultural fit But we were determined to succeed! Our team worked tirelessly, pouring all our energy into finding the perfect candidates. The outcome? All 5 roles were filled within 5 weeks 25% reduction in recruitment costs 90% retention rate of placed candidates Our client was overjoyed and assigned two additional roles to us! At FoxCraft Partners, we don't just fill roles; we solve problems. Trust us to help you overcome your toughest hiring challenges. #FoxCraftPartners #StaffingSolutions #TalentAcquisition #SuccessStory #HiringExperts #RecruitmentPartners #Startups #Scaleups #GrowthStage #SeriesA #SeriesB #SeriesC #Unicorns #HiringBulk #RecruitmentDrive #TalentPipeline #HRTech #RecruitmentAgencies #DecisionMakers #HiringManagers #TalentAcquisitionLeaders #CHROs #CEOs #CompaniesHiringNow #JobOpenings #CareerGrowth #DreamJobs #Amazon #Microsoft #Google #Facebook #Apple #Uber #Airbnb #LinkedIn #Twitter #Salesforce #Instacart #DoorDash #Postmates #Netflix #Spotify #StartupJobs #ScaleupCareers #GrowthStageTalent #TalentAcquisitionStrategy #HiringSolutions #RecruitmentServices #StaffingAgency #ExecutiveSearch #RecruitmentMarketing #EmployerBranding #TalentAttraction #HiringProcess #InterviewTips #ResumeBuilding #JobSearch #CareerAdvice #JobFairs #RecruitmentEvents #TalentManagement #HRServices #PayrollManagement #BenefitsAdministration #ComplianceServices #HRConsulting #TalentAnalytics #WorkforcePlanning #DiversityAndInclusion #EmployeeEngagement #CompanyCulture #RemoteWork #FlexibleWork #JobSharing #GigEconomy #FreelanceWork #IndependentContractors #RecruitmentSoftware #ApplicantTrackingSystem #HRTechnology #ArtificialIntelligence #MachineLearning #NaturalLanguageProcessing #PredictiveAnalytics #DataScience #BusinessIntelligence #TalentData #HRData #WorkforceData #RecruitmentMetrics #HiringMetrics #TalentAcquisitionMetrics #HRMetrics #DiversityMetrics #InclusionMetrics #EmployeeExperience #CandidateExperience #RecruitmentStrategy #TalentAcquisitionStrategy #HiringStrategy #StaffingStrategy #WorkforceStrategy #HRStrategy #BusinessGrowth #ScalingBusiness #GrowthHacking #TalentGrowth #HRGrowth #RecruitmentGrowth #StaffingGrowth #WorkforceGrowth

As a startup founder, I’ve hired many talented people. Here’s what I’ve learned: 📌 Preparation is important, but it’s not everything. The real magic happens when someone can adapt quickly and take initiative. 💡 Skills are great, but the willingness to learn and grow in an ever-changing environment is key. At a startup, things move fast, and we need team members who can keep up and thrive in the unknown. 🙌 It’s all about finding people who are excited about our mission and eager to roll up their sleeves. What qualities do you look for when hiring for core roles? #jobinterview #recruitment #linkedin

"I cannot seem to find the right person for the job." Any startup founder will tell you that this is the number one problem they are facing. There is this ongoing irony of people stating that there are no jobs while on the other hand, the businesses struggle to find appropriate talent. Truth is, that there are two basic traits someone must have for a job to click: 1) Willingness (also called dedication or involvement) and 2) Competence (also called capability or skills). Often one of the two is missing, and hence the irony. When both are present, this is when it's an investible hire - if a company spends on training such a hire, they can get results. Retaining such hires is not easy, because there are multiple seekers. To deal with this, businesses can either deploy retention schemes, or they can accept the inevitable and create succession planning. If they are really smart, they can do both. Retention depends more on psychological factors than on monetary. The right hire will think about how they are feeling, does it lead to their personal growth (does it involve a challenge) and are their efforts rewarded. This is why milestone-based ESOPs work like a charm. The clear feeling of being a stakeholder, the challenge of hitting the target and the reward of a higher stake on the achievement of the milestone hits all three notes. If implemented properly, this can revamp the manner in which people work. Instead of the traditional time-based vesting, in this case, the vesting is based on milestone achievement. How to structure milestone-based ESOPs? Well, that's a discussion for another day. #ESOPs #employeeretention

Execution: The Key to Successful Teams 🚀 In tech startups, investors aren't just looking for a great idea—they care most about execution. It's about consistently turning plans into action, meeting deadlines, and achieving goals. This is where true value lies. For employees, execution is just as crucial. I've seen teams increase their productivity by 40% when focusing on execution skills rather than just technical expertise. It's not about flashy resumes or one-time achievements; it's about consistently delivering results. The challenge? There's a growing shortage of these skills in today's job market. As an HR professional with 10+ years of experience in tech recruitment, I specialize in identifying candidates with these essential skills. Let's connect if you're looking to build strong, results-driven teams. #recruitment #execution #teambuilding #techtalent #itrecruitment