Alex Smith 🏳️‍🌈’s Post

I met a tech investor last week who was very clear on the key portfolio hires they look for: They want someone who's done it before. He was talking about GTM leaders, but the philosophy tends to apply to senior execs in investor-backed businesses across the board. You want someone who's been in a leadership role, on a similar scale-up journey, so they know the playbook and can hit the ground running. ⚠But there are challenges with this approach: ▶How successful were they in that last role, really? ▶If their previous business was successful, how much can be attributed to them? ▶Most candidates are motivated by a fresh challenge - so will they have the appetite to re-run the journey in a different business? ▶Most scale-ups need hands-on leaders who get stuck in - not everyone wants to roll their sleeves up as their career advances. These are all valid concerns, but most of them can be addressed in the selection process. Arguably, the bigger concern is how this narrow approach limits the talent pool. If you don't allow 'unproven' talent to step up, or even consider it, then you're really limiting your options. And in a new industry like #cleantech, with fewer growth stories to draw from, the leadership talent pool needs to be developed as much as possible. #executiverecruitment #scaleups #venturecapital #privateequity

Exciting news! The recent exit of CEO Sam Altman comes six months after an internal shakeup led by Sutskever and others. This move could mark a new chapter for the company. Predictions: * Expect to see a shift in the company's direction and strategy as new leadership takes charge. * There may be further organizational changes and initiatives to revamp the company culture and goals. General Commentary: * Change can be a catalyst for growth and innovation within a company. * This transition period offers an opportunity for employees to voice their opinions and contribute to a new vision. * It's essential for the new leadership to communicate effectively with all stakeholders to ensure a smooth transition. Overall, this news signifies a turning point for the organization which could potentially lead to exciting developments and opportunities for growth. Let's stay tuned and support the company through this period of transition. #LeadershipChange #Innovation #CompanyGrowth

Horses for courses. A popular mantra in exec recruitment. I posted recently about the frequent desire to find and hire “someone who has done it before”. But Climatetech is full of new verticals where, in most cases, no one has actually done it before. Very few people have been on a similar journey in the same field - because it’s a new field. So do you go for experience of the journey (e.g. up to Series A) ? Or relevant industry experience? I compared CFO hires in 10 Carbon Capture startups, and they came from a wide range of different backgrounds, bringing different experience to the table. But every startup will have got what (who) they wanted. A couple of them were probably opportunistic - the fit and the timing both seemed right. But usually the Board will have decided the profile and background they are looking for, based on the priorities that lie ahead. And given how climate solutions are constantly evolving, the needs of every startup will be slightly different. ⚡The key is to be clear and focused from the outset, which allows you to go deeper into the available pool of talent and be more targeted in attracting the person that fits best.🎯 #startups #executiverecruitment

In the 2024 M&A boom, keep a keen eye on your unseen asset - human capital. Its impact often sways M&A success. Talent strategy isn't just numbers, it's your enterprise's heartbeat. Neglect it, and risk high talent attrition rates post M&A. Are you ready for a 34% employee loss in the first year? We advise these steps for M&A success: 1. Know your people - find and groom your brightest stars. 2. Include employees in the M&A tale - they’re on this ride too. 3. Create a resonating culture - beyond just a mission statement. As a leader, you're navigating transitions, not just transactions. How will you safeguard your people and ensure they thrive amidst change? #mergersandacquisitions #talentretention #organizationalculture #leadership #businessstrategy #entrepreneurship #innovation #investing

💡 Fractional Hiring: An Efficient Strategy 💹 Looking to optimize resources while attracting top talent? Fractional hiring is a growing strategy that brings part-time experts on board to meet key business needs—without sacrificing quality or overextending your budget. Whether you’re a startup or an established company, fractional leadership offers access to specialized skills and agility. Thought leaders like Beth Jannery and Sergiu Matei, from the Forbes Business Council, emphasize these benefits in articles such as “How C-Suites Can Leverage Fractional Leaders” and “Fractional Hiring for Startups—Here’s How.” These insights highlight how fractional hiring can provide the flexibility and expertise needed in today’s dynamic market. 🚀 at GetFrankly, Elena Cramba is tailoring this approach for businesses to stay competitive. It’s not just a trend, but a smart solution for today’s challenges. #FractionalHiring  #GetFrankly #TalentManagement #ForbesTechCouncil #Cluj #Romania #Leadership #ExecutiveSearch

As we step into 2025, we can’t help but reflect on the evolving landscape we’ve navigated together this past year. 2024 presented a range of challenges, including shifting markets and leadership complexities, but it also offered opportunities for growth, innovation, and resilience. Together, we have tackled these head-on, building stronger strategies, teams, and visions for the future. At WOY Consulting Pvt. Ltd., we recognize that the road ahead for organizations—whether small businesses or global enterprises—will demand agility, clarity, and bold leadership. In 2025, organizations will need to balance the pressures of rapid change with long-term sustainability, tackle talent gaps with innovative thinking, and align their leadership to navigate the increasingly unpredictable dynamics of industries across the globe. This is where the essence of WOY Consulting Pvt. Ltd. shines through—reflected in the Circle, Star, and Compass of our logo. The Circle reminds us of the need for holistic thinking, bringing unity to strategy, operations, and culture in a way that fosters continuous growth and sustainability. The Star symbolizes the pursuit of excellence in leadership, innovation, and execution—qualities that will remain essential as businesses strive to stay ahead of the curve. The Compass reinforces the importance of direction and guidance, helping leaders chart clear paths through ambiguity, seize opportunities, and steer their organizations with confidence. As we move into 2025, we remain committed to helping businesses and leaders overcome their unique challenges. Whether it’s navigating leadership transitions, embedding agile practices, or redefining organizational culture for the future of work, we are here to guide you. Let’s embrace 2025 as a year to recalibrate, innovate, and lead with purpose. Together, we can turn challenges into opportunities and aspirations into achievements. Wishing you and your teams a New Year filled with joy, prosperity, and triumphs. Here’s to 2025—a year of new beginnings and limitless potential. Happy New Year! ⭕🌟🧭 Let’s navigate 2025 together! Reach out to us at hello@woyconsulting.com and let’s chart your path to success. #LeadershipIn2025 #OrganizationalGrowth #WOYConsulting #AgileLeadership #NavigatingChange Sandeep Bidani Ph.D Kannan Swaminathan

Closing the talent gap between VC and PE Is it possible that VC leadership talent could remain within a company following a PE acquisition or is the gap in experience just too big?   Frequently engaging with investment professionals across VC through to large cap PE, provides us at Essenta with a unique perspective.   A trend we’ve noticed recently is the interest PE organisations have shown for VCs where portfolio companies have been growing at a slower rate (~20%) as opposed to the desired VC ~200% and the increasing interest in acquiring those companies rather than from the private market. This evolving trend might be in the interest of both VCs and PEs to develop further.   As the focus moves towards more sustainable growth beyond top line (regardless of costs), I wonder how this trend will translate to talent, particularly amongst leadership teams. Teams that built start-ups to VC funding level will unlikely be the same teams that lead the business once they have been acquired by a PE investor. Equally, as VC activity has slowed down, candidates often ask us how they can make the switch to PE, asking us if they need a difference in skill set, a degree of experience in growing from X to Y, greater situational experience etc. PE funds should consider 3 things when investing in venture-led leadership teams:   - Self-awareness of the exec team on where they add the most value to the growth of a business - Whether the exec team is open to a more hands-on approach from a single source - There will likely be a new vision and strategy for the business, is everyone on board?     What do you think is the most important and is there anything you would add to this list? #VC #PE #Talent #Leadership

👨💼 Founder or CEO: "We need to raise capital. We've got a killer product and strong growth numbers. Investors will be all over it." 🙋♂️ Me: "That's awesome! So, how are you positioning yourself as a leader in the space? What's your personal brand strategy?" 👨💼 Founder or CEO: "Personal brand? I don't have time for that. I'm focused on the company's growth." 🤦♂️ Me: "You realize investors aren't just backing products, right? They're backing YOU. And if they don't trust or know you, it will be a tough sell. And you're OK with investors, senior leaders, and potential clients forming opinions about you without your input?" 👨💼 Founder or CEO: "Wait…What?"   ----- This is the problem. Founders and CEOs often think personal branding is just about 'vanity' or 'visibility.' In reality, it's critical for winning over investors, attracting top leadership, and landing those big clients. Your personal brand works when you're not in the room. It's what people—investors, clients, senior talent—are saying when they're weighing decisions that impact your business. Investors are comparing you to other leaders to decide if they should back you. Top executives are deciding if they should leave their secure roles to join your team. Big clients wonder if your product and company can deliver long-term value over their existing suppliers. And you're either shaping that narrative or letting someone else, like your competitors, do it for you. Your leadership brand moves people from "not sure" to "fully trusted." Founders and CEOs, it's time to stop ignoring your personal brand! #LeadershipBranding #Founders #CEO #BusinessGrowth #InvestorRelations #Leadership #TalentAcquisition #WinningClients #PersonalBrand #StartupSuccess

This is a great read on the many benefits of fractional leadership but more importantly, the necessary considerations to ensure it is a successful relationship. Focusing on the needs of the business (not just one's perception of a traditional job spec) as well as maintaining open and fluid conversations throughout the entire engagement are both so, so important. I have personally seen the failure to do so lead to a lot of misaligned expectations and disappointing experiences.

Unlock Growth for Portfolio Companies 🚀 Private equity teams can be game-changers for portfolio companies aiming for growth. Here's how: ✅ Strategic Guidance: Offering insights and direction to refine business strategies. ✅ Operational Efficiency: Optimizing processes to enhance productivity and profitability. ✅ Financial Support: Providing capital not just for survival but for expansion. ✅ Talent Acquisition: Sourcing top-tier leaders to drive the company's vision forward. ✅ Market Insights: Leveraging data to tap into new opportunities and stay ahead of market trends. Your thoughts? How else can private equity drive growth? Let's discuss! www.zetaconsulting.net #PrivateEquity #Growth #Leadership