BITS Recruiting’s Post

A living company is a hiring company, and what they're looking for reveals a lot about their internal health. #LinkUpCompass uses real-time #jobmarket #data to access unvarnished intel on a company's strategy and growth trajectory. Take Fisker as an example: Fisker's bankruptcy was preceded by a shift in hiring focus from sales leadership to accounting & auditor roles. ➡️ A surge in hiring for specific roles (like accountants) can indicate financial stress. ➡️ A steep drop in active job openings can be a red flag for potential bankruptcy. ➡️ Analyzing hiring trends across different companies in the same industry provides valuable insights for competitive intelligence. Read the full blog post: https://hubs.la/Q02CwFFC0 Stay ahead of the curve: Use LinkUp Compass to gain a deeper understanding of tens of thousands of global companies.

I was chatting with a connection about the complexities of hiring in tech.     He said the fundamental question is:   What matters more: Attitude or Capability?   Attitude: Can a positive, resilient mindset and a willingness to learn outweigh technical skills? How often have you seen attitude drive success and innovation within teams?   Capability: Do technical prowess and experience hold the key to immediate impact? How do you balance the need for specific skills with the potential for growth?     Where do you draw the line? Is it possible to find a perfect blend, or do you lean more towards one over the other?     What has worked best for you? #Hiring #Recruitment #Leadership #CareerGrowth #Innovation #fintech #Insurtech

Things Founders must consider in a candidate while hiring during initial days:- 1. Don't create a job description- Instead hire people with multiple skills, folks who can do a something about everything, folks who can just figure things out. 2. Energy Powerhouse- Hire folks that have high energy in general. There's gonna be extra hours and grinding. 3. Idea- Hire folks that have a thousand percent conviction in the problem statement you're trying to solve. 4. Off course, hire smart, intelligent, hard-working folks. 5. And the last, Please don't #hire Comment down if you understood the 5th point. Also checkout the amazing work my team is doing The Nth Bit Labs

Top 5 things for hiring

Key learning when hiring this year: Focus on finding someone who has a strength you don’t have. Investing in someone smarter than you will always pay dividends to the team and the business.

Great session on high volume hiring by UPS today. My favorite points: 1. This is a personal decision for someone, it’s a big deal and we have to treat it like that. They can’t feel like a number. We have to treat them like a human. 2. Automation with humanity. You have to keep human elements. 3. Partnership and trust are key. #HRTech #HighVolumeHiring #TATech

When you're hiring, what do you prioritize— culture or experience? I've been thinking about this recently. Our firm has expanded from just me in 2021 to a team of 14. And as we've grown, we're bringing on more experienced people. When I started hiring, my first hires were fresh out of school with little to no legal experience. That was mainly because I didn't have the money to afford more experienced people. But I was also hiring based on attitude and willingness to learn. Now, we have the ability to hire more experienced professionals. Two paralegals who joined us this year have 14 and 17 years of experience, respectively. And while their expertise allows us to move faster and handle more complex cases, the most important thing to me is that they're both awesome culture fits. If someone has 20 years under their belt but doesn't align with our values—like a growth mindset or being a team player—it's not going to work. And on the flip side, nearly all of our early hires have been fantastic and continue learning and growing with the firm. That's why I will continue to hire for culture over skill alone. If a person has the right attitude and gets our values, they will grow. We can teach the skills. Experience is important, but culture needs to be first. Have you found that to be true in your business?

vacancies

WOULD YOU LIKE ME TO TELL YOU WHAT YOU PROBABLY DON'T WANT TO HEAR? I say this a lot. To hiring managers and to candidates. The topics usually include: ✔Setting realistic expectations on both sides. ✔Challenges companies might face that they aren't addressing at the start of a search. ✔Missing experience that a candidate doesn't have that they may not realize is holding them back. ✔Taking the time to LISTEN and ADVISE. If you enjoy straight talk we might just be a good match. Hiring can be fun and searching for a new gig can be fun! If you are looking to hire and want another perspective or a candidate that wants intel on the market feel free to reach out! #hiring #accountingjobs

🏆 𝗧𝗵𝗲 𝗜𝗱𝗲𝗮𝗹 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲: 𝗔 𝗕𝗹𝗲𝗻𝗱 𝗼𝗳 𝗬𝗼𝘂𝘁𝗵, 𝗣𝘂𝗿𝗽𝗼𝘀𝗲, 𝗮𝗻𝗱 𝗪𝗶𝘀𝗱𝗼𝗺 🏆 When I think about building the perfect team, it reminds me of what we all wish for in life: 💪 The vitality of our 𝟯𝟬𝘀 – energetic, full of curiosity, and always ready to take on challenges. 👓 The clarity of purpose from our 𝟰𝟬𝘀 – focused, driven, and motivated by long-term goals. 🦉 The wisdom of our 𝟱𝟬𝘀 – seasoned judgment, practical experience, and the ability to lead others with confidence. 𝗪𝗼𝘂𝗹𝗱𝗻’𝘁 𝗶𝘁 𝗯𝗲 𝗮𝗺𝗮𝘇𝗶𝗻𝗴 𝘁𝗼 𝗵𝗮𝘃𝗲 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘄𝗵𝗼 𝗲𝗺𝗯𝗼𝗱𝗶𝗲𝘀 𝗮𝗹𝗹 𝘁𝗵𝗲𝘀𝗲 𝗾𝘂𝗮𝗹𝗶𝘁𝗶𝗲𝘀? 🥳 𝘛𝘩𝘪𝘴 𝘪𝘴 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘭𝘰𝘰𝘬 𝘧𝘰𝘳 𝘪𝘯 𝘢 𝘸𝘦𝘢𝘭𝘵𝘩 𝘮𝘢𝘯𝘢𝘨𝘦𝘮𝘦𝘯𝘵 𝘢𝘴𝘴𝘰𝘤𝘪𝘢𝘵𝘦—𝘴𝘰𝘮𝘦𝘰𝘯𝘦 𝘥𝘺𝘯𝘢𝘮𝘪𝘤, 𝘱𝘶𝘳𝘱𝘰𝘴𝘦-𝘥𝘳𝘪𝘷𝘦𝘯, 𝘢𝘯𝘥 𝘸𝘪𝘴𝘦 𝘦𝘯𝘰𝘶𝘨𝘩 𝘵𝘰 𝘨𝘶𝘪𝘥𝘦 𝘤𝘭𝘪𝘦𝘯𝘵𝘴 𝘵𝘰𝘸𝘢𝘳𝘥 𝘵𝘩𝘦𝘪𝘳 𝘧𝘪𝘯𝘢𝘯𝘤𝘪𝘢𝘭 𝘨𝘰𝘢𝘭𝘴. If you’re ready to build a career where energy meets expertise, and purpose leads to impact, we’d love to have you on our team. Let’s create a future together where your growth aligns with our mission. 👉 Message me https://wa.me/6593897195 to explore this exciting opportunity! #chewlogy #7capitalist #hiring #bbtalumni #brandbuildertalents #ChooseIndependent 👉 Disclaimers: https://lnkd.in/g6TVU4SA ✍️ Past posts: https://lnkd.in/gf8yu5nQ