Peter Hartley’s Post

#Hiring #SoftwareEngineers as an early-stage #Founder is different from hiring at later-stage startups or public tech companies. There are unique requirements & unique challenges. However, most #RecruitingAgencies partner with early-stage startups in the same way they do larger businesses. Same contract/price -- despite having less resources at their disposal. Same workflow -- despite not having a built-out TA function. Same sourcing strategy -- despite looking for more specific qualities. We built Project Method with the needs of early-stage startups in mind. Our candidate network is actively looking for Pre-Seed, Seed, and Series A startups since that's all we recruit for. After a great start to 2024, we're looking for 1 or 2 more partners heading into March. Do you know anyone?

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

🕹Getting people hired into startups is akin to playing Mario. It's like rescuing the princess from a big corporation so she can join you in building a startup. Typically, in complex engineering startups, the task is like this: - We need someone with 20 years of experience at Google-Netflix-Facebook, otherwise, our project will close down or won't reach the next round🧞♂️ That's why it's important for a recruiter to understand the substantive component of each position in their pipeline. This is one of the main indicators of recruitment quality. - 23% of startups shut down because they struggle to attract top talent, ranking as the third most common cause of startup failures following insufficient funding and lack of market demand 📊 #TechTalent #HiringStrategies #RecruitmentInsights #StartupSuccess #StartupFailure

Building a talented team is key to startup success, but it's no easy feat. From offering competitive salaries to fostering a positive work culture, startups must be strategic in attracting and retaining top talent. #TalentAcquisition #StartupSuccess #RetentionStrategies #HRStrategies #TeamBuilding

Talent is not the scarcest resource for early stage startups. Numerous companies have thrown money at superstars who end up disappointing. Why? Because they don't *care* The scarcest resource in the early stage startups is aligned vision. Hiring someone that is bought in to your vision and mission creates synergy, a kind that drives them to be consistently adaptable, embodying a bias for action and extreme ownership that will return 10-fold in the long run. Instead of chasing talent money can buy, seek vision and mission alignment. The qualities we all love and value in startup hires will surely come if you get someone who believes in what you're doing. If you want to know more and find out the 'how', ping me! 📥 #startuphiring #talent #ownership

#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...

Hiring the right person is tough enough… hiring the right person in a startup or scale-up is even tougher. I see early-stage startups like a small family. They’ve typically worked together closely, know each other very well, and have been through a lot of ups and downs. As the business starts to grow there is often a need for additional expertise to help with the next stage of growth. The difference in hiring for this stage of company compared to a more established one is that you are inviting someone into your family and therefore the person fit is even more important. You want someone that can execute strongly in their domain. They need to fit into the team / family and respect the journey you have been on so far. They will likely need to challenge and bring new ways of doing things and processes into the business. They will be capable of operating in a fluid environment and “build the plane whilst flying it”. It’s not easy to balance all these areas. Ultimately, they need to fit the family AND execute against their remit. The fit is even more important as change often needs to happen, AND they need to be able to operate in the wonderful world of a startup! #executivesearch #scaleup #startup

“Talent is the most important thing and the biggest focus in the first few years of your startup” - Silk Kadala I've been loving being a part of Startmate's Launch Club and hearing so many great presenters from scaling startups and there is a common theme, the need for hiring! It's crucial that scaling startups hire quickly, efficiently but also imperative that they get those first few hires right! As a scaling startup without all the ability to lean on some benefits and perks of larger companies what have you seen work well in hiring your first team? Thanks Cameron Ensor for facilitating this cohort! #startmate #hiring #talentacquisition

I love recruiting for startups and scaleups—it’s my bread and butter. But I also feel it’s my duty to set realistic expectations. If you’re looking for structure, security, or a slower pace, a startup probably isn’t the right fit for you. These environments thrive on chaos, speed, and risk. There’s often no roadmap, and you’ll need to figure it out as you go. It’s not for everyone, and that’s okay. But if you thrive in the fast lane and love the idea of building something from the ground up, startups can be an incredible ride. Just know what you’re signing up for. #recruitment #startups #hiring #riskreward #opentonewopportunities #imhiring

🚀 Struggling with startup hiring challenges? You’re not alone! At Techlinker Asia, we understand the unique hurdles startups face because we’re one too. From brand recognition to budget constraints, hiring top talent doesn’t have to be a roadblock. 👉 Keep swiping to discover how to overcome these obstacles and build a team that drives your growth. Let’s fuel your startup’s journey together. Are you ready to take the next step? Contact us today and let’s fuel your startup’s journey together. Reach out to Carrie Lui or send us a message here: https://lnkd.in/g5yuc_M #Startups #Hiring #TalentAcquisition #TechlinkerAsia #GrowthMindset #EmployerBranding