JOBBA’s Post

Startup founders, have said to me in the past “it’s tough competing with tech giants for the best engineers and developers”. They offer hefty salaries, big brand names, and perks that are hard to match. But here’s the thing: if you find yourself constantly losing top talent to bigger companies, maybe you’re fishing in the wrong pool. The people who thrive and love working in startups are a different breed. The key to competing for tech talent isn’t about trying to beat bigger companies at their game—it’s about finding the people who are built for the startup grind. #Startups #TechHiring #TechTalent #CTO #Founder #Recruitment #TechRecruitment

The challenges of hiring your first engineer as a founder 🖥️ Devin Stein, CEO & Founder of Dosu shares his approach to hiring as a startup. Read the full blog post on how Dosu hired within weeks with Wellfound's RecruiterCloud: https://lnkd.in/g92CKwF9 #hiring #founderstories #startups

#startups - The 80/20 Rule of Global Hiring! Traditional hiring often means: ⏳ 80% time on process, 20% on strategy 📊 Suboptimal talent allocation 💸 Inefficient resource use deeproot.io flips the script: Spend 20% effort for 80% results! Focus on strategy while we handle the your global hiring #startups #deeproot #paretlpprinciple #efficienthiring #deeproot #eor #worksmarter #globaltalent

It’s rare to find executives that are high performers in more than one of these areas. Stretching an executive across the other areas can kill your startup. We get questions from hardware founders all the time around the different teams and responsibilities in the product lifecycle. This plot roughly illustrates where different teams spend the most time. If you have a full time team member strong in one of these areas, consulting executives could help fill the gap at a fraction of the annual salary of a full time hire. How have you managed to balance responsibilities across these three areas in your hardware startup? #ProductLifecycle #Hardware #Startups

Many people seem to think companies take ALL of December off. For startups and scaleups that’s definitely not true. They need to focus on growing their company—whether that means pivoting their MVP or building partnerships for the new year. They aren’t going to a take a whole month off (usually). My clients are still extending offers in December. And the few clients not making offers, are still interviewing candidates. They want to get a running start in 2025. #hiring

As an early-stage startup, attracting top talent can feel like an uphill battle. With big tech companies offering hefty salaries, cushy perks, and brand recognition, it’s easy to feel overshadowed. But here’s the thing: startups have a secret weapon - actually, many not-so-secret weapons! You can offer things that big tech simply can’t match. Here’s how to leverage your unique advantages to compete for the best and brightest. #Startups #JobSeekers #AttractingTalent #Hiring #OpportunitiesinStartups

Founders looking to build an A+ team need to ask just 1 question: is this new hire better than my average employee? If yes, hire. If no, don't. Do that over and over and see what happens. You're building a world-class team that has to compete globally. Don't settle. #startups #venturecapital #founders

#StartupJobs #FoundingEngineer #MergersAndAcquisitions #EquityCompensation Hey everyone! 🤔 I've been thinking about the risks and rewards of joining a startup as a founding engineer, and I've got a question that I’d love to hear your thoughts on! Think about it: when you’re signing up for a role at a startup, you're often taking a pay cut to earn equity, right? But what happens if that startup is acquired just a year or two after you join—especially with a 4-year vesting schedule in play? 🤷♂️ Here’s where it gets tricky: in an M&A deal, the acquiring company might look at your outstanding equity and decide it’s “too much.” Instead of recognizing the hard work and sacrifices you made to be part of this startup adventure, they might just roll your compensation back to something more “market-based.” Take this example: An employee joins a startup with a $400k equity grant. If the startup is acquired and the equity skyrockets to a $2M value with just 2 years left to vest, the acquir... Are Startup Founding Engineer Incentives Too Low to Attract Talent? Answers:  https://lnkd.in/gMwtYqrQ Let's Connect! Have you faced similar challenges? Share your ins...

Move Quickly, Stay Personal: The Startup Hiring Edge 🤝 “Startups can compete with larger companies by creating a personalized hiring experience. Moving quickly and engaging candidates directly shows that they are valued from the start.” Discover how we make your startup stand out. Read our full guide here: https://lnkd.in/e9XXnZ83 #PersonalHiring #TopTalent

Are you an early-stage or later-stage startup person? Early stage (first ~20 employees): - Generalists - Do whatever is needed - Longer hours but more flexible - Higher risk, higher reward Late stage: - Hyper specialized - Do your job and go home - Structured hours and responsibility Usually people are one or the other. The first 20 startup hires are hard to find. They will form your culture and be responsible for getting the startup off the ground. Many times these people will just start their own companies.