SHIFT Communications’ Post

𝐖𝐨𝐫𝐤𝐢𝐧𝐠 𝐎𝐮𝐭 𝐘𝐨𝐮𝐫 𝐕𝐚𝐥𝐮𝐞𝐬 When it comes to building effective teams, understanding and aligning values is crucial. This could be: 🔍 Defining Team Vision: The type of team a manager wants to create reflects their core values. For instance, some managers are driven by metrics, focusing on data and performance indicators to showcase the team's value. 💡 Technical Excellence: Technical managers prioritise building strong, skilled teams to develop exceptional products. Their value lies in innovation and technical prowess, aiming to push boundaries and deliver high-quality outcomes. 🤝 People-First Approach: There are managers who believe in hiring for character and cultural fit first, and technical skills second. They value soft skills, such as communication, empathy, and collaboration, as these qualities often lead to a more harmonious and productive work environment. In summary, whether a manager is metrics-driven, technically focused, or people-first, the foundation of successful hiring lies in clearly identifying and communicating their values. #hiring #devops #manchester #values

You’re hiring your first ops person too late and too junior — and it’s costing you. Here’s the uncomfortable truth, if you wait 5 years to hire experienced operations support, you’re not just hiring someone to "run the business" — you’re hiring someone to clean up a 5-year mess. By that point, it’s not just "Do the job, please." It’s, - Rebuild the processes that were patched together with duct tape. - Fix the compliance gaps you didn’t know you had. - Undo the legacy mistakes baked into old systems. - Implement new change while the business keeps moving. And the wild part? The lone Ops Manager you hired 3 years ago did the best they could — they kept the lights on. But one person can only know what they know, and firefighting isn’t strategy. Here’s where most companies go wrong: they mistake running the business for growing the business. A CEO drives growth — new clients, bigger markets, expansion. Operations ensures the business can actually handle it. If you’re scaling without experienced operations support, you’re just piling more weight on an already fragile system. No wonder your team is burning out faster than you anticipated and tension is building between support and sales. So, ask yourself: Are you hiring ops support to “run” the business — or to fix the cracks you ignored for 5 years? #OperationsExcellence #WorkSmarterNotHarder #ScalingUp #OperationalStrategy

🚀 Unlocking the Future of Tech Sales: Why CEOs & Hiring Managers Should Care 🚀 In today’s fast-paced tech landscape, exceptional sales talent isn't just a nice-to-have—it's a game-changer. As CEOs and hiring managers, you know that your sales team is the driving force behind growth and innovation. But what sets the standout performers apart from the rest? 🔍 Key Traits of Top Tech Sales Professionals: Deep Industry Knowledge - They understand the tech landscape, anticipate market trends, and speak the language of your clients. Customer-Centric Approach - They don’t just sell; they build lasting relationships and offer tailored solutions that address specific client needs. Adaptability - In a world where technology evolves rapidly, they stay agile, learning and pivoting to meet changing demands. 💡 Why This Matters: Investing in top-tier sales talent isn’t just about hitting targets; it's about building a team that drives strategic growth, fosters innovation, and positions your company as a market leader. Is your sales strategy ready for the next leap forward? Let’s connect and explore how the right talent can propel your business to new heights. #TechSales #Leadership #SalesStrategy #Innovation #Growth #CEOs #HiringManagers

When hiring, we often focus on the job title and technical skills. But what truly sets a great candidate apart is their mindset, their problem-solving abilities, and their passion for learning. For instance, when I was hiring for our CS operations team in Mexico, many of the ideal candidates hadn't had direct experience with CS tools. However, they had a proven track record of supporting internal teams with technology. They could bridge the gap between a customer's needs and the technical solutions available. It's about finding individuals who are eager to learn, adapt, and grow. By prioritizing a candidate's potential over their past experiences, we can build teams that are not only skilled but also innovative and resilient. What are your thoughts on hiring? Do you prioritize experience or potential? #hiring #talent #leadership #recruiting #mindset

Do you know what's really cool 😎 Working for a company where you can represent a product that is simply a killer. It is a once-in-a-lifetime opportunity to join Rippling right now. There are many companies out there that are growing fast - but none of them can proudly say that their product is built in-house - and is a tool where organisations can replace dozens of different systems, with one single platform 😲 There are many copy-cats in the market - but trust me when I say that none of them are close to deliver what we can deliver. If I were you, I would want to be proud of what I am selling and be a part of a true tech company. 🔔 We are looking for a crazy amount of AEs and SDRs to join our EMEA sales org, in Dublin (or remotely for the right candidate). I wouldn't want to miss this opportunity if I were you. Shea S. Clay Coyle Katja Vogler Derek O'Neill Spencer Wiedeman Jameson Yung #hiring #dublin #leadership #hrtech

Would you hire for potential? Exclusively working with senior execs in C-suite, Director & VP level positions (as both clients and candidates) means I know a good fit when I see one. But it can be near impossible to find the ‘perfect’ fit when we’re looking at this level. To guarantee tenure in a role at the top, potential to grow and mould around what the company requires is as important as other key skills. Where hiring someone overqualified or missing a core value could be a costly mistake. Are you a leader in my network with thoughts on this approach? Let me know your thoughts. #ConnectingExcellence #ExecSearch

🚨 Looking for a VP of Sales? Spoiler alert: it’s *not* just about closing deals! 🚨 If you’re in the emerging tech or SaaS space, you don’t need a lone wolf closer—you need a builder. Think team-builder, process-creator, and strategy-scaler. This isn’t about hiring a hero who’ll magically lift revenue solo. It’s about bringing in a conductor who can orchestrate a high-performing, unstoppable sales team. The ideal VP of Sales? They’re a multiplier, not a megaphone. Ready to rethink the way you hire? Dive into this guide for insights on finding the VP who’ll take you from hustle to scalable muscle. 💪 #leadership #SalesHiring #SaaS #IT #CuspOfGrowth CUSP SERVICES Dr. Joseph Shields Rajeev Karkhanis, CCXP Haja Sheriff Mohan R Murali Sankar Hariharan Rangarajan Padmanabhan

🚀 Attention SMB SaaS Leaders: Struggling with Scaling Your Team? 🚀 Hiring the right talent quickly can be the difference between growth and stagnation. But the challenge is real — between sourcing, vetting, and ensuring a great culture fit, the process can slow you down. 🎯 Here’s how we can help... ✅ Streamlined hiring processes designed for fast-growing SaaS companies ✅ Proven strategies to attract top tech & sales talent in competitive markets ✅ Specialized in finding talent that aligns with your company’s mission & culture Whether you're scaling your sales team, looking for key engineers, or building out your RevOps function, we're here to make the process smoother and more efficient. 💡 Ready to build the dream team that will take your company to the next level? Let’s connect and discuss how I can support your growth! #Hiring #SMBSaaS #TalentAcquisition #HiringSolutions #SaaSRecruiting #GrowthHacking

When hiring, we often focus on the job title and technical skills. But what truly sets a great candidate apart is their mindset, their problem-solving abilities, and their passion for learning. For instance, when I was hiring for our CS operations team in Mexico, many of the ideal candidates hadn't had direct experience with CS tools. However, they had a proven track record of supporting internal teams with technology. They could bridge the gap between a customer's needs and the technical solutions available. It's about finding individuals who are eager to learn, adapt, and grow. By prioritizing a candidate's potential over their past experiences, we can build teams that are not only skilled but also innovative and resilient. What are your thoughts on hiring? Do you prioritize experience or potential? #hiring #talent #leadership #recruiting #mindset

Let's talk about "unicorns" in the context of job descriptions and candidates. There's a difference between a generalist and someone with deep expertise in multiple areas with a strong track record of mastering/integrating new areas extremely quickly. At the Director+ level in tech GTM or product marketing, it's the latter you're looking for, yes? Because that's what I mean when I say I'm a "unicorn." The definition of #GTM leadership is evolving in many companies to require a unicorn: equal parts Product Management (technology + business acumen), Sales acumen, Product Marketing...AND industry expertise AND leadership/management experience. #Recruiters and #HiringManagers: What convinces you that a candidate really is "All That and a Bag of Chips" -- someone with genuine, well-rounded aptitude and not just a collection of all the right keywords on their CV? How do you separate the generalists who have dabbled in a lot of different stuff from the actual #unicorns?