Raúl Mendoza’s Post

𝐂𝐫𝐚𝐜𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐨𝐝𝐞 𝐭𝐨 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐘𝐨𝐮𝐫 𝐏𝐚𝐭𝐡 𝐭𝐨 𝐌𝐚𝐬𝐭𝐞𝐫𝐲 Hiring can be one of the most daunting aspects of running a business. Many companies struggle with it, and without a solid process, it can lead to setbacks. However, having a clear hiring strategy not only brings hope but sets the foundation for long-term success. In this video, we explore the importance of understanding the complexities of recruiting and hiring, and how the right approach can turn a challenging task into a manageable and successful one. Discover how the End Hiring Headaches system can transform your approach to building a high-performance team. If you’re a leader frustrated by the challenges of attracting, acquiring, and retaining top talent without breaking the budget, this system is your solution. Don’t miss out on the free 𝟓-𝐃𝐚𝐲 𝐄𝐧𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐇𝐞𝐚𝐝𝐚𝐜𝐡𝐞𝐬 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 from August 16-30, at 12 PM PST / 3 PM EST. Register now and start building the team you need for success. https://lnkd.in/gxieMvWQ #leadershipcoaching #executivecoaching #smallbusinesscoaching, #smallbusinesscoachingonline #hiringstrategy #talentacquisition, #highperformanceteam #recruitment #businessgrowth, #leadershipdevelopment #employeeretention #5daychallenge #businesssuccess #attracttoptalent

🚨 **Hiring Mistakes: The Hidden Costs** 🚨 Every hiring decision impacts your bottom line. 📉 Missteps in recruitment can drain your time, energy, and resources—leading to costly turnover and lost productivity. 🌪️ Investing in a thorough hiring process isn’t just about finding the right skills; it’s about ensuring alignment with your company's culture and goals. The right hire boosts morale, drives innovation, and contributes to long-term success. 🚀 Don't let hiring mistakes be a setback. Prioritize strategic recruitment and watch your business thrive! 💼✨ #Hiring #Recruitment #BusinessSuccess #Leadership

🚀 Hiring Excellence Simplified – Timeless Wisdom from Marc Andreessen 💡 Finding the best people for your team isn’t just about skills—it’s about values, mindset, and integrity. Here’s a powerful breakdown from Marc Andreessen on how to hire top talent: 🎯 Focus on Three Core Criteria: 1. Drive – Look for self-motivated individuals who push through challenges. 2. Curiosity – Seek those passionate about continuous learning. 3. Ethics – Prioritize integrity and honesty above all. ✅ Key Hiring Insights: • Hire those for whom the job is a big opportunity. • Test for passion and honesty, not just experience. • Conduct structured interviews and skills tests. • Value people over intelligence—great teams thrive on drive, curiosity, and ethics. 💡 Post-Hiring Wisdom: • Expect a 70% success rate for contributors and 50% for executives. • Address hiring mistakes quickly but thoughtfully. • Celebrate and appreciate the great people already on your team! 👉 What’s your go-to strategy for building a high-performing team? Share your thoughts below! 👇 #Leadership #Hiring #TeamBuilding #SuccessMindset #CompanyCulture #DriveCuriosityEthics #Innovation #MarcAndreessen #TalentDevelopment #GrowthMindset #LinkedInInsights #Motivation #ProfessionalDevelopment #CareerGrowth #Recruitment

The Hidden Cost of Hiring the Wrong Person: Every hire carries risk. Get it right, and you gain a game-changer who elevates the team. Get it wrong, and the ripple effects can be staggering. A poor hire isn’t just a financial burden—it’s a multiplier of lost potential. Lets consider the opportunity cost - Time spent managing an underperformer isn’t just wasted—it’s a double loss. While you’re investing resources in trying to course-correct, the right person could have been driving growth, closing deals, or innovating solutions that move the business forward. Not to mention cultural drift - A bad hire can erode performance and lower the standard for behavior and expectations, slowly reshaping your company culture. Hiring isn’t just about filling a role—it’s about finding talent that elevates your business and secures its future. #Hiring #Leadership #TalentManagement #WorkplaceCulture #BusinessGrowth #Recruitment #CompanyCulture #TalentAcquisition #StrategicHiring #CultureFit #BusinessLeadership

“Building a Dream Team: Best Hiring Practices and Leadership Qualities Hiring the right talent is crucial for any business to succeed. But what sets great teams apart from good ones? It's the leadership that fosters growth, collaboration, and innovation. Here are some best hiring practices and leadership qualities to help you build a dream team: Hiring Practices: 1. Define Your Culture: Clearly articulate your company values and mission to attract like-minded individuals. 2. Skill vs. Attitude: Prioritize attitude and potential over skills alone. 3. Diverse Perspectives: Encourage diverse backgrounds and experiences to drive innovation. 4. Behavioral Interviews: Assess problem-solving and teamwork skills through scenario-based interviews. 5. Employee Referrals: Leverage your team's network to find top talent. Leadership Qualities: 1. Empathy and Active Listening 2. Visionary Thinking and Clear Communication 3. Coaching and Development Mindset 4. Accountability and Transparency 5. Flexibility and Adaptability By implementing these hiring practices and leadership qualities, you'll be well on your way to building a high-performing team that drives results and thrives on collaboration. Share your favorite hiring tips and leadership strategies in the comments below! 📧 Kaybusinessconsulting@gmail.com #hiring #leadership #teambuilding"

🎯 Hiring Managers, this one's for you: The hidden formula behind teams that don't just perform, but dominate. In my 10+ years of building top-tier teams, I've seen the same pattern emerge time and time again. It's not about hiring superstars. It's about mastering the 4 C's: 1️⃣ Context: Is your organization truly primed for collaborative success? 2️⃣ Composition: Have you cracked the code on the perfect skill mix? 3️⃣ Competencies: Can your team translate individual brilliance into collective excellence? 4️⃣ Change: Is your team agile enough to pivot when the market demands it? Here's the kicker: Most recruiters obsess over #2. But neglect any single C, and you're setting your new hires up for failure before they even start. Real talk: I've seen a Fortune 500 company boost productivity by 37% in 6 months just by realigning these 4 C's. No new hires. No fancy tech. Just smart team structure. Your mission, should you choose to accept it: Identify which C is your team's secret weapon Pinpoint which C needs an urgent overhaul Drop your insights below. Let's elevate the hiring game together. #RecruitmentRevolution #TeamPerformance #HiringStrategy P.S. Struggling with a specific C? Reply 'SOS' and your biggest team challenge. I'll personally share a battle-tested strategy in my next post.

Hot take: CEO’s are really bad at hiring. I’ve seen it a thousand times. CEO goes out unilaterally and hires someone they think is a good fit for the organization. Shortly thereafter, the hire flames out or doesn’t fit well with the team. I did this a ton myself. I thought I had enough information, I thought I totally understood the problem I was solving for, and I thought I had a good sense of culture fit. The gap widened as our company grew and my ability to fully understand the company’s needs shrunk on any given day if I approached the process unilaterally. Long term, our hires got better as I became a part of the process instead of the entire process. I (and other CEO’s) had to get better and shifting my subjective decision making to objective processes. Our People Team, led by Priscilla Sauceda designed a hiring process that heavily leveraged our core values and placed extra emphasis on defining what success looked like BEFORE we started hiring. 1. We asked all candidates the same questions so we could compare apples to apples. 2. Questions were designed to assess positive and negative core values behavior. 3. Inputs for job descriptions and intended outcomes were solicited from people who would work with and for the candidate to ensure well rounded and accurate role definitions. 4. Our hiring team was made up of people who would work with and potentially for the candidates, not just me. 5. MOST CRITICALLY, when someone didn’t work out, we’d assess why relative to the notes we had about their interview so we could learn and improve steps 1-4. You can’t manage what you don’t measure. The skills that helped me recruit early in our company’s history simply didn’t scale as our business did, and that’s true for most businesses. So take it from me, a recovering CEO. Define your values, describe what success looks like, build a process for hiring, and then trust it & tweak as you learn. Do not go it alone. #hiring #culture

I´ve had several heated discussions with Founders and hiring managers about getting very clear of who they want to hire and what this person should deliver. Even tho it sounds basic hiring hygiene, I can tell you, it´s not. ❗ Especially ❗ when this is a first time role for the company. I´ve heard them saying: - "I don´t want to limit my options" - "I want to see what´s out there" - "Speaking with different candidate profiles, I learn what I want" - "I don´t know exactly, but let´s kick this off and see" - "Let´s not waste time and figure out as we go" - "Why do I need a JD, it´s so bureaucratic" As much as I understand their problem of niching down, hard choices about priorities have to be made. Everyone wants the growth marketing leader who is also good at brand work. That’s cute, but... pick one. If you don’t spend time up front defining the role, you are very likely to hire the wrong person and be unhappy with the recruiter´s job of building good candidate pipeline. Seen that mistake materialise multiple times. Any suggestions to mitigate those fears and get clarity? #scaling #scaleup #growth #business #leadership

and use the methods within this book > https://amzn.to/3Abe44K