Leena Patel’s Post

How to Know When It’s Time to Hire an Operations Manager Running a small business or startup can feel like chaos at times. But how do you know when it’s time to bring in someone to restore order? Here’s how to tell if your business needs an operations manager: 1. Processes are all over the place—missed deadlines and inefficiencies are piling up. 2. Departments are constantly misaligned, creating communication breakdowns. 3. Customer complaints about delays or inconsistent service are becoming common. 4. Growth feels overwhelming instead of exciting because scaling processes aren’t in place. 5. Inventory management is unpredictable—too much one day, too little the next. 6. Leadership is caught in day-to-day issues instead of focusing on growth strategies. 7. Costs are increasing, and no one has a clear handle on where the inefficiencies are. Here’s a crucial thought: an operations manager’s primary focus should be streamlining processes and keeping operations on track. They shouldn’t dive too deep into specific department tasks, or they risk being stretched too thin and losing sight of the bigger picture. Their job is to coordinate, not micromanage. If your business is showing these signs, it’s time to think strategically. Hiring an operations manager might just be the smartest move to take your business to the next level. #SmallBusinessGrowth #StartupSuccess #OperationsManager #EfficiencyMatters #BusinessTips

Is anyone in my network looking for someone that can fill any of the following roles? If so, let me know... I may have a connection for you! ·      Business Operations  ·      Operations ·      Chief of Staff ·      Rev Ops  ·      Customer Success  ·      Project Manager #hiring #connection #business #operations

I had the exact same conversation twice in an hour yesterday. Once with an existing client briefing me on a role; once with a prospective client who'd been recommended to me and who wanted to talk through some proposed changes and hiring. In both cases they have good technical teams. They have clear roadmaps. They have good work culture. But they both lack "on the ground" management. So their technical teams lack focus. And their senior technical leadership are getting dragged into the detail. And it's messy and inefficient. Having worked that out, we can go and find the people for whom that is the natural next step. Hiring is always about solving a problem. Often - sometimes twice in a hour! - that problem is structure, and it can arise for good reasons. Identifying it, and making one hire that will unlock better performance for dozens of people, is exactly what we're here for. Vocative #hiring #structure

What is better: rejecting a potential good hire or hiring a potential bad hire? This was such an actively discussed question in every hiring training I had at Amazon. And the fact that this was discussed so much shows how counter-intuitive the process was (even though it was correct). Most people new to the training would think that it is better to hire a potential bad hire as bad hires can be "fixed" with training, motivation, recognition etc. In the worst case, the manager can always fire the bad hire. Most people experienced with running teams would go for rejecting a potential good hire just to ensure that they don't hire a bad hire (and the training also recommended that). The more time I spend in the industry, more thoroughly I see the logic behind that. No, you cannot just "fix" a bad hire. A bad hire can easily create friction in the team for so many reasons, that your team might be less productive than before the hiring, resulting in a net negative gain after the hiring. Even worse, a bad hire can lead to good people leaving the team/ company. And firing a person is never easy - not for the person being fired, not for the manager and absolutely not for the team's morale. On the other hand, losing a potential good hire is unfortunate for the person but it doesn't lead to net negative gains for the team. It is very expensive to pass on a good candidate but hiring a bad candidate is way more expensive and painful. #MakingGreatHiringDecisions #Hiring #leadership #TechManagement

Hiring Managers: What does Amazon going back to 5 Days in office mean for you? Among other things, it likely signals that fully remote work is largely going to go the way of the Dodo bird, extinct. 💀 More importantly for your immediate situation, it's a continuation of the narrative that has been coming out of the current job market. The pendulum has swung back toward the companies. Meaning you, the hiring manager, have more control than you did last year. Companies have been capitalizing on this by: - Top-grading low performers on their teams. 🚀 - Leaning more heavily on consultative or project based hiring 💼 - Tightening up the the required experience to make sure that they get the right candidate. ✅ Many companies that have been paying attention have started to amend their Talent Acquisition strategy and are now planning on adding additional headcount before the end of the year. Moral of the story - It's a good time to hire. Thoughts? #Recruiting #Hiring #RemoteWork #Opinion

Strategic hiring is the cornerstone of business success. Learn how to navigate hiring pitfalls and build a strong, reliable team. #HiringStrategies #BusinessSuccess

"How do I measure performance?" for a data team... This post is so informative even if you aren't at the stage of building a data team. I've been on the other side, a component part of a data team in healthcare, for over a decade and never once, for all the measuring and collecting of data we did for others, did that for ourselves. How can we say we are doing a good job when we have no evidence? Short answer is, we can't. I've worked in highly successful teams and poorly functioning teams but cannot give any figures to substantiate how I know this. We should know by now that counting stuff is hard but we should also know that we need to count stuff to understand and improve things. And that's only the first point to strategic data leadership.

I had a fantastic chat with an engineering leader the other day, and it got me thinking about how much things have changed in the tech hiring space. Companies are moving away from just filling roles for the sake of numbers. Nowadays, the focus is on finding the right people with the specific skills needed to drive success and product continuity. It’s all about quality over quantity! What really stood out to me is that leaders are looking for candidates who not only have the technical skill, but also fit the company culture and are committed for the long haul. It’s no longer just about landing a job or finding a body to fill a seat! What other changes are you seeing in the tech hiring world? #TechHiring #CareerGrowth #QualityOverQuantity #EngineeringLeadership #techtalent

Hello #Hiring Manager! Unlocking Potential, One Hire at a Time! Are you ready to elevate your team to the next level? At Divine Hiring, we believe that the right talent is out there, waiting to be discovered. Our mission is to connect businesses with exceptional candidates who can drive success and innovation. 💡 Did you know? Companies that invest in the right talent see a 70% increase in productivity and a 50% boost in employee satisfaction. Finding the perfect match is not just about filling a position; it’s about transforming potential into performance. 💡 🤝 Why Choose Us? We offer Exceptional Recruitment service at 2% commercial fee. Success Story: Recently, we helped a tech startup find their ideal CTO. Within six months, they launched a groundbreaking new product and doubled their revenue. We’ve also onboarded top IT talent for Microsoft and Oracle partner companies, and the list doesn't end here. This is the impact of the right hire! 🔍 Looking for Top Talent? Let's connect and discuss how we can help you build a winning team. Whether you're looking for tech innovators, marketing wizards, or leadership stars, we've got you covered! Share your requirement at partner@divinehiring.com. 💬 Join the #Conversation: What's the most important quality you look for in a candidate? Share your thoughts in the #comments! #Recruitment #Hiring #TalentAcquisition #BusinessGrowth #Leadership #TeamBuilding