Hired By Startups

Do you want to join a tech startup as the first commercial hire? This one could be for you...

We're launching a new role today, with one of the UK's fastest growing HealthTech SaaS Startups. More info & apply here: https://lnkd.in/gWjuMWB4 If you're a CS leader and want to join a rapidly scaling tech company with a strong social purpose, this could be the one for you!

Are your employees actually benefitting from their employee benefits? Those great benefits you offer, in the hope of attracting & retaining talent, are useless if they're not used and loved by employees. It's better to focus on a few high impact benefits, than a generic long list offered everywhere and used nowhere.

Speed matters when you're hiring, and not just for the obvious reasons... If you're leaving jobs open for weeks or months, candidates will ask questions. Why hasn't this been filled already? Has this been filled and the hire didn't work out? Have I missed something and this isn't a good opportunity? The longer a role is open, the more questions will be asked, and the harder it'll be to fill. Hiring should always be based on a solid candidate attraction and qualification strategy. If the strategy is simply to post and pray, that's hoping for luck, and rarely works well for attracting the best talent. If you're hiring directly, and your roles are open for more than six weeks, you should seriously consider engaging a recruiter. If you're using a recruiter, and your roles are open for more than four weeks, you should seriously consider engaging a different recruiter. If you're attempting to harvest applications for regularly hired roles, you should at least be changing & refreshing the job title & job post every 4 weeks.

"We have 250 applicants, why would we use a recruiter?" We've heard this a few times already this year. Here's why you should always use a recruiter. 1. You don't truly know if you're hiring the best available candidate in the market if you're only reviewing direct applicants. Sure, you might find someone great, but there could be someone better out there who's just not seen your job ad. 2. If you don't have an internal TA team, having a senior leader screen hundreds of applications is time & cost inefficient. Use a recruiter and you'll likely only need to interview 3-5 candidates, one of which will get hired. 3. Unless is a senior leadership search, and depending on the recruiter you work with, it's unlikely to cost anything to start a search and review a shortlist of applicants. You'll only pay if you actually hire one of the recruiter's candidates. 4. A good recruiter will likely be able to provide useful insights into the hiring market, which could lead to a better hire. Unless you've specifically engaged a search firm on a market mapping / talent insights project, this intel is unlikely to cost you anything. 5. It covers you from a bad hire. If you can confidently say the hire you made was the best available from inbound applicants, an outbound recruiter search and employee referrals, there's no issue. If you just hired the best direct applicant, there's definitely more that could have been done. 6. You can decide how much better a recruiter's candidate needs to be than your direct applicants to warrant paying a fee. You may decide you need a recruiters candidate to be 20% better than a direct applicant, before you'll consider making the hire and paying the fee. 7. Working with a good recruiter builds consistency. Rather than posting and praying for a good applicant, working with a recruiter who knows your business and consistently delivers on hires takes the guess work out of hiring. 8. All high growth companies work with external recruiters, even those that have their own internal TA teams, great employer brands and publicly post about not working with recruiters. A lot of early stage startups miss this, and think hiring through a recruiter is negative. It isn't. 9. If speed is important, use an external recruiter. It's not fair to expect your internal recruiter to manage 10+ hiring processes and do anything other than screen inbound applicants, there's just not enough time. Leaving roles open for 3+ months is a great way to slow company growth. If you need to hire fast, you should use a recruiter. 10. If you've never made a specific hire before, and don't know what differentiates an average, from good, from great candidate you should use a recruiter. Doing it yourself and learning this on the job is too risky and more likely to result in a bad hire. So yes, whether you've got 25 or 250 applicants for your open role, you should still use a recruiter.

We're launching 3 new roles today! All remote, with one of the fastest growing MedTech startups in the UK. Apply here: South Yorkshire: https://lnkd.in/exY5MJSJ South West: https://lnkd.in/ecmHJiJv Midlands: As above, message Tom Ladds if you're interested.

Are you planning on applying to a new role in 2024? Here are a few tips to improve your CV and get more interviews.

We're kicking off January with 6 new startup roles! If you're looking for something new and want to learn more, get in touch.

Some great new roles to kick off Q4!

If you're a Sales Manager with experience selling to large industrial & utilities companies and you want to join a market leading tech company, this could be for you. https://lnkd.in/ePpCh5JW #internationalsales #utilitiesindustry #waterindustry