Thach Nguyen’s Post

Founders, Don’t miss our upcoming webinar with TroopHR - “How to Beat a FAANG Offer” where you’ll get actionable insights on making competitive offers and mastering negotiation tactics from Laura Terheyden (ex-Airbnb), Rockman Ha (ex-Patreon), and more. Prepare to up your recruitment game and win over your top candidates! Sign up link below.

Startups: Stop Trying to Hire Like Big Corporations I talk to startups all the time that try to recruit the same way huge companies like FAANG do. But here’s the thing: it doesn’t work like that. Big corporations have invested millions into their hiring processes. They’ve got systems, automations, research, and entire teams focused on finding the right people. Startups don’t have that luxury. If you’re a startup, your focus should be on finding the right skills and attitude. Each hire is critical — a wrong one can be costly, but the right one can change the direction of your entire company. Spend time getting to know the person and what drives them. Don’t drag candidates through endless interviews trying to find “the perfect fit.” There’s no such thing. It’s about finding someone who fits your team and is ready to grow with you.

Find & Hire “Puzzle People”… Here’s why this is extremely important for hiring, specifically for early stage startups and founders. First, I love this term, it sums up how I have always approached challenges, like a puzzle that I need to learn and experiment to figure out the next best piece to put in place. Why is it crucial to find puzzle people to add to your team? These people, regardless of prior experience or skillsets can be given any task, and they will research, network, consume, experiment and learn anything they need to execute the task. Which as a founder or early stage startup team offers such great flexibility. So when you are in your next interview, ask yourself, is this a “Puzzle Person”

I've had lots of discussions with early-stage businesses about hiring since the turn of the year. There's a certain person who's more suited to this kind of business as opposed to a more established one. And I'm not saying one's better than the other, they're just different. But understanding the differences and being able to talk about them in real terms is useful for hiring. What's missing from this list of observations about startups? > The autonomy can be either thrilling or terrifying, depends who you ask. > The absence of “this isn’t in my PD” is new to people who’ve never experienced this type of business before. > All startups are an experiment to see whether the company deserves to exist or not - this excites and horrifies the right and wrong people.  > The lack of legacy process, policy and “this is how we’ve always done it” is music to some ears and plain old gobbledygook to others. > There’s no time for values misalignment when you’re trying to move quickly and ship things. > Finding the right blend of hiring speed and accuracy is an ever-moving nirvana. #hiring #startup #talent #interview

Hiring like it’s still 1999? Let’s fix that. Join our workshop with Raman Ramalingam from talentX. He was the head of talent and people operations of both Sting and Norrsken and has supported 500+ startups over the last decade in the Nordic and European startup scene. 👋 Drop the outdated hiring manual. It’s time for tactics that match today’s job market dynamics. We’re talking about modern strategies that actually work to bring stellar talent to your startup. Feel like your competitors are always a step ahead? Join us and step up your game. Let's get real about hiring! Sign up to save your spot: https://lnkd.in/dRf755yG #talent #mincstartuphouse #hiring

Over the past few months, I've had the opportunity to interview with various companies, ranging from large MNCs to small startups. An interesting observation emerged from these interviews: while big MNCs seldom asked me "Why us?", almost every small startup posed this question. It got me thinking: what factors should we consider when deciding between joining a big MNC or a small startup? Is it solely about financial incentives, or is there a deeper drive for personal growth and learning? What do you think about this?

🚀 Overcoming Hiring Challenges in Startups! 🌱 Startups often face unique hiring challenges—limited resources, competition for top talent, and defining roles. But don’t worry, there are strategies to attract the right candidates! From offering growth opportunities to fostering a strong company culture, startups can thrive with the right approach to hiring. Ready to overcome these obstacles and build your dream team? 👉 Read more: https://lnkd.in/g3Tsmwdf . . #HiringChallenges #StartupSuccess #TalentAcquisition #GrowthMindset #StartupLife #BusinessGrowth #MyFutureConsulting

As your startup scales, the right hires are crucial. Opt for candidates with not just the necessary skills for today, but also the potential to adapt and expand their roles as your business evolves. Such scalable talent is a key asset in a fast-growing company, ensuring that your team remains robust and versatile through every phase of growth. #HiringTips #StartupGrowth #ScalableTalent

In the last few years a lot of changes happened in my life and I did not research too much about equity share opportunities platforms. I was always interested in 1 special and that was Angel co. After some period they totally changed they business logic and became strictly investing platform. What I did not know is that basically they have keep business logic under wellfound.com/l/2AGCQh The platform connects tech experts with startup companies which offers equity share opportunities.

Wondering what a growth-focused hiring strategy looks like? Our guide is aimed at startups and SMBs looking to recruit for their future. Download 'Hiring for Growth: How Startups and SMBs Can Find Their Champions' for free. Link in comments. #hiringforgrowth #hirebetter #strongerteams