Sanish Singh’s Post

 🎖️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

Finding the right leaders for a high-growth startup is more than a hiring challenge; it's a strategic necessity. How can your startup not only attract but also retain visionary leaders capable of propelling your business forward? Here's your essential guide to securing top managerial talent, featuring why a partnership with Start Wise Hires could be your game-changer.   1.     Define leadership needs clearly Start by clearly defining the roles and capabilities your startup requires. Are you in need of a CTO who can innovate your tech strategy, or a CFO to streamline financial operations? Understanding these specific needs is the first step towards attracting the right talent.   2.     Enhance your employer brand Top candidates seek out companies with compelling missions and strong, vibrant cultures. Enhance your employer brand by effectively communicating your startup's vision, culture, and the impact of your projects. Show potential leaders not just the role, but the vision they'll be part of.   3.     Network and leverage connections Utilize your networks, including board members and investors, who can provide connections to seasoned leaders. Engage actively in industry conferences and professional networking events to increase your visibility among potential candidates.   4.     Competitive compensation packages Attracting top-level executives requires competitive compensation packages. This doesn't only mean attractive salaries but also includes bonuses, equity options, and perks that are tailored to high-level executives' expectations.   5.     Promote workplace flexibility Modern leaders value flexibility and inclusivity. Show that your startup prioritizes a flexible working environment, which can be a significant draw for top talent seeking to balance high-powered careers with personal life.   !Take Action Now! Ready to enhance your leadership team? We’re currently offering a free consultation to discuss your specific needs and how we can assist in transforming your leadership recruitment strategy. #techstartup #itrecruitment #recruitmentforstartup #airecruitment #startuprecruitment #technologystartup #techtrends #globalstaffing #techsolution #alliancerecruitmentagency #itrecruiters #itstaffing #recruitmentagency #developershiring #hiringtalent #staffingcompany 

Stop Chasing Geniuses. Start Building Superteams. It took me 10 years to crack the code on hiring. Let me save you the headache. Here’s the truth: Raw IQ doesn’t build empires. I wasted years hunting “A-players” with shiny degrees and sky-high credentials. Big mistake. Because IQ is just a number—and numbers don’t guarantee grit, vision, or execution. The real game-changer? Hiring for superpowers that actually drive results. Give me a crew of relentless, value-driven misfits over a room of Ivy League egos any day. Here’s what matters more than intelligence: 1) 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗢𝘃𝗲𝗿 𝗖𝗿𝗲𝗱𝗲𝗻𝘁𝗶𝗮𝗹𝘀 I don’t care where you went to school if you’re rowing in the same direction as the team. Shared values. Shared mission. No lone wolves. 2) 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 𝗢𝘃𝗲𝗿 𝗦𝗸𝗶𝗹𝗹𝘀𝗲𝘁 Degrees collect dust. Mindsets move mountains. Give me someone who’s hungry to learn, willing to adapt, and crazy enough to bet on themselves when the odds are stacked. And here’s the kicker: They’ve got grit to match. 3) 𝗥𝗮𝗿𝗲 𝗧𝗿𝗮𝗶𝘁𝘀 𝗧𝗵𝗮𝘁 𝗠𝗮𝘁𝘁𝗲𝗿 Beyond alignment and mindset, here are the 7 rare traits I’ve found in top performers: Humility: They own their wins but never stop learning. Grit: Unshakable perseverance through chaos. Self-awareness: They know their strengths and blind spots. Empathy: Understanding drives connection and collaboration. Curiosity: Endless hunger for improvement. Execution: No excuses, just results. Resilience: They adapt, bounce back, and thrive under pressure. 4) 𝗪𝗲𝗶𝗿𝗱𝗻𝗲𝘀𝘀 𝗜𝘀 𝗮 𝗦𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿 Here’s my favorite interview question: “On a scale of 1-10, how weird are you?” Why? Because groupthink is a death sentence for innovation. I want free thinkers who challenge ideas, debate openly, and create magic through diversity. Great teams aren’t made in echo chambers. They’re built in the trenches, where collaboration and communication are oxygen. Can you listen? Adapt? Deliver? That’s the real flex. 𝗥𝗮𝘄 𝘀𝗺𝗮𝗿𝘁𝘀 𝗮𝗿𝗲 𝗼𝘃𝗲𝗿𝗿𝗮𝘁𝗲𝗱. Vision, grit, and rare traits are what fuel next-level growth. So, stop hiring based on IQ and start building Superteams united by values and driven by relentless execution. As Steve Jobs said: "We hire smart people so they can tell us what to do." Focus on the right kind of smart—and watch the magic happen. 👋 Systems. Skills. Scale. -> Success. 🔔 Follow Mike Miller 💡 📥 Save it for later 💬 Share your thoughts ♻️ Found this helpful? Share it with your network.

Dear Founders & Recruiters, A Reminder/ Nudge for You to Rethink About Hiring Contantly 🚀 99% of all jobs can be taught. What truly matters? 👉 Attitude 👉 Willingness to learn 👉 Adaptability In the fast-paced world of startups & radical business model change in large businesses too, finding the "perfect" candidate might slow you down. Instead, invest in potential. Your next superstar might not tick every box on paper—but with guidance, many could outperform the expectations. 💡 Are you ready to bet on potential over perfection? Share your thoughts below! Inviting All Job Seekers to Add In Their Views As Well. #Leadership #StartupCulture #GrowthMindset #Hiring

99% of all jobs can be taught. Case and point, I was a psychology graduate. I did not have any accounting subjects but ended up with a job where I had to do balance sheets. From balancing that took m 2 days to do , to doing 4 a day. If the mind is willing, it can happen. Some recruiters expect a candidate to be perfect already. If so, it will be hard to find that candidate. Look for potential, willingness and commitment, not just wins but failures as well. Not everything is a must have. Skills can be taught. Next thing you know your pool of candidates have increased and even its quality . #BeINGwork #onthejobreals #OTJreals #skillscanbetaught #willingnesstolearns #winsandfailures #musthave #nicetohave #dontlookforperfection

Founders are big-picture thinkers. 🎯 They’re not just interested in what you do but how you approach challenges and adapt to change. They value proactive communication, leadership potential, and a solution-oriented attitude. It’s not about checking boxes but about making a real impact Here's what you should know about founders: 👇 1/ They Focus on Results, Not Hours Worked. 2/ They Want You to Ask Questions. 3/ They Notice Your Attitude. 4/ They Want You to Solve Problems. 5/ They Look for Leadership Potential. 6/ They Appreciate Feedback. 7/ They Expect Commitment. P.S. Initiative and ownership go further than you think. 👉 Follow 10xTA for TA Content, Jobs and Fub #10xTA #Startup #Founders #Recruiters #HR #TalentAquisition

Hire Talent, not Profiles. Many of my hiring mistakes have occurred when I've prioritized qualifications and company background. In a high-growth, high-performance environment, these mistakes often surface rather fast. Talent delivers, Profiles don't! #hiringmistakes #organizationbuilding #startups #management #hiring #leadership #founders

"Let’s Solve for the Top of the Funnel" When founders and entrepreneurs lament about high attrition, cultural issues, or team misalignment, I often offer this simple yet powerful advice: "Solve for the top of the funnel." The logic is straightforward. One of the most crucial aspects of building a successful organization is the quality of your hiring practices. This includes: ❓Rigorous Filters: Are you using effective filters to identify the best-fit candidates? ❓Bias Awareness: Are you actively mitigating biases in your hiring process? ❓Prioritizing Quality: Are you compromising on quality for the sake of speed? If the answer to any of these questions is "yes," then attrition, team misalignment, and cultural erosion are likely consequences. These issues often stem from a flawed entry point—a top of the funnel that isn't effectively filtering for the right people. By focusing on strengthening your hiring practices, you can significantly improve the quality of talent entering your organization. This, in turn, can lead to: ✅ Reduced Attrition: Hiring the right people from the start increases the likelihood of long-term retention. ✅ Stronger Culture: Employees who align with your values and culture are more likely to contribute positively. ✅ Improved Team Dynamics: Well-matched team members collaborate more effectively and achieve better results. Don't underestimate the importance of your hiring process. By solving for the top of the funnel, you can lay the foundation for a thriving, high-performing organization. #hiring #recruiting #talent #culture #attrition #leadership #startups #entrepreneurship #ProGrowthPeopleSolutions #TopOfTheFunnel

A great company allows you to disagree with your boss without getting fired. Here are 7 reasons why: 1. When you're surrounded by vulnerable, truthful peers, you get to: • Improve your ideas • Learn from your mistakes • Understand how to communicate better • Have your thoughts challenged and sharpened 2. You don’t have to hide behind masks of perfection, fear, or ego. You don’t have to worry about office politics, whether your idea will offend someone, or collective bias. You can exchange truth without judgment. 3. Smart people can do dumb things in group decisions. Healthy debate removes this possibility. When people debate, they are forced to articulate their thoughts and ideas clearly. Other people can then refine their ideas, point out flaws, or make it better. 4. Healthy debate brings up fresh perspectives that can lead to unique solutions. It can help you to listen and empathize, even with disagreement. It’s a natural way for people to grow together. 5. Debate fosters a culture of listening, asking questions, and understanding. It's a game-changer for success because: 1. You will be surrounded by excellence 2. You will be encouraged to ask the tough questions 3. Your ideas will be sharpened 4. You will avoid group-think 5. You will gain diversity of thought 6. A top-tier company understands that employees spend more time at work than outside. So they make sure they have an environment that fosters personal and intellectual growth. When these two factors meet, great things happen. 7. To be part of a top-tier company does not mean always being comfortable. It means feeling safe enough to challenge your peers, knowing that they will listen, debate, and challenge back. It’s a place where you will grow and thrive. ------------------------------------------------- Follow me Nitish Pal 🧠 for more on habits and leadership. #leadership #corporate #startups #business #officeculture #trending #viral #office #jobs #hiring #HRcommunity #founders #sales #freshers

#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