Rogue Recruitment’s Post

“When it comes to hiring senior people early, it wasn’t the case that we hired junior people and that didn’t work out. Fortunately, we didn’t have to learn this the *really* hard way.” ⚡️ 🗞 In Relay’s latest, Recast’s co-founder, Michael Kaminsky, tells us how the kind of company they had set out to build made them revisit a standard startup recruitment practice and pointed them towards the accumulated rigors of experienced hires. Michael also dives into 👇👇 → Why hiring senior folks wasn’t a simple decision → The stressful trade-offs they had to weigh → How evaluating experience proved much easier than judging potential → Prioritizing cashflow as a guiding light from the very beginning → Approaching fundraising from a position of power → And more! Check out Michael’s Relay interview here: https://lnkd.in/dgGJq5Pm

Why build your own in-house talent team, when you can use ours? Because our talent team are plug and play, ready to roll, and will hit the ground running. You'll get one or more of our experienced and talented recruitment experts embedded into your organisation - embracing your culture and your brand. And you'll get unlimited hiring across all functions for one flat monthly fee. Plus we'll take you on a complete hiring transformational journey, and build your capabilities as you go. And when the time is right, we'll leave you with the tools and the people to go it alone - and thrive. 🚀 It's a no brainer! Discover how The Lab17's embedded recruitment model stacks up against your budget, hiring needs and company culture by connecting with Simon P Bernardino ⭐️

The great Ordon Welles sometimes hired friends instead of those more talented. He never regretted it. Would you do that? Have you? How’d that work out for you? Hear the Orson Welles video snippet below. https://lnkd.in/gkWifhJm #culture #hiring #orsonwelles #talentdevelopment

🚀 At Relume, we have a unique approach: you ship on your first day! Why do we set this ambitious goal for all our new hires? Here’s why: 1. Speed: It's our way of showing that Relume operates at a lightning-fast pace. 2. Empowerment: We're committed to empowering our team members. What better way to start than having an immediate impact? 3. Trust and Growth: This practice builds a culture of trust and accelerates the professional growth of our employees. It's thrilling to see new hires taking charge from day one! 🤔 What are your thoughts on this practice? How does your company integrate new starters? Let's exchange ideas in the comments!

Dear Doppler Team, I wanted to take a moment to express my heartfelt appreciation for your response to my job application. Your approach felt like a genuine connection, like you were speaking directly to me and sharing the real essence of your company. Over the past month, I've sent out applications to around eight different companies. Sadly, most of them left me feeling disheartened due to the lack of response, follow-ups, and disregard for the applicants' time. It's been a rather frustrating experience, to say the least. But then, I received your response. While I understand it might have been an automated message, the warmth and sincerity behind the words were truly touching. It's incredible how a simple act of appreciation can leave a lasting impact. Regardless of the outcome of my application, I feel compelled to commend your approach. Every applicant deserves respect and acknowledgment for the effort they put into their applications. Your response serves as a shining example of how companies should treat their applicants – with respect, consideration, and kindness. Even if I don't end up joining your team, please know that you've earned my respect and admiration for the way you value potential candidates. I sincerely hope that other companies take a cue from your approach and create a more respectful and appreciative hiring process. Here's to the success and growth of your startup! 🚀 #Appreciation

What's Up Wednesday w/ the Raymond West Recruiting Team! #WhatsUpWednesdayRW 🤓 Happy National Find Your Inner Nerd Day! 🎉 As someone who absolutely loves the world of recruiting, this day resonates with me on a profound level. Embracing our inner nerds means diving deep into what we're passionate about, just like I do with every candidate search at Raymond West. The thrill of uncovering hidden talents and connecting them with opportunities is my kind of nerdy adventure. Raymond West Recruiting shares this enthusiasm for uniqueness and excellence, making it the perfect place to channel my passion. So, here's to embracing our inner nerds, fostering innovation, and being part of a team that celebrates both! 🚀 #FindYourInnerNerd #RaymondWestRecruiting #PassionInRecruiting

Plot twist in the hiring journey! When a candidate drops the 'accepted another offer' bomb three days before their start date. Ever experienced this rollercoaster? Share your thoughts and stories below! #HiringAdventures #UnexpectedTwists #RecruitmentRealities #RiverwayBusiness #riverwaybuisnessservices

This hiring matrix seems like it works with hiring a consultant or a project specific need. I’m curious how you would realign the team or even adjust the role with strategy after hiring like this? It seems like #talentoptimization could take this to the next level.

Fun (old) read with many counter-intuitive lessons on building a company: * Overspend * Don't innovate * Focus your hiring process around the rejected candidate https://lnkd.in/eihgfWK2

Travel back with me to the late nineties and early 2000s when the internet and startups were reaching fever pitch excitement before it all went south... Does anyone remember the sock puppet dog at pets.com or over-the-top things like, "Hey, we just hired 500 people, and now we're taking the whole company to Mexico!"? In addition to overinflated valuations that led to the first inevitable dot-com burst, another overinflation started—that of titles. ( Full disclosure: my work history bears one of those, though I never tried to trade on it for a role) We're still feeling the fallout of that years later—people who failed upward with an inflated title but without the skill and capability one would expect at that level. If you've ever worked with or for a person who bears the title but is way over their head, you'll know what I mean. Chances are, they cause chaos because they don't know what they are doing and are unwilling to admit that their title or credentials aren't telling the whole story. In a tight job market, candidates are more likely to lie. or misrepresent themselves, as the article I'm posting in the comment shows. This is why validating skills is such a leap forward- in the hiring or promotion process, it's a way to assess precisely if the person can do what they claim to do so that you can make the best decisions when it comes to talent, and save countless time, resources and emotional angst inflicted on teams by poor hiring and promotion decisions. The sock puppet was cute, a bad hire is not. Here's to making sure they're a thing of the past. #skills #skillvalidation