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Employer of Record : The Catalyst for Corporate Innovation "Innovation is the ability to see change as an opportunity - not a threat." - Steve Jobs In today's ever-changing business landscape, the ability to innovate is not just a luxury but an imperative for survival and growth. Traditional corporate structures often stifle this very innovation they desperately need to embrace change. The Innovation Paradox Side Heading: Bureaucracy Paralysis From cumbersome internal processes and siloed thinking to rigid talent acquisition mechanisms, large corporations are inherently burdened by bureaucracy that stymies innovation. Tapping into the Innovation Revolution Meanwhile, an entire innovation revolution is brewing in start-up ecosystems globally, powered by a diverse mash-up of multi-disciplinary talents and radical thinking unbound by conventions. The EOR Innovation Catalyst : Injecting Fresh Thinking - By leveraging Employer of Record (EOR), corporations can transcend internal boundaries and rapidly integrate this diverse global innovation brew directly into their DNA. Building Distributed In-House Innovation EOR enables seamless blending of in-demand skills like UX design, AI/ML expertise, Software developers etc. from around the world into distributed corporate innovation teams. Break free from the shackles of bureaucracy and inject your organization with a potent dose of innovative thinking from different talent ecosystems globally with deeproot.io's EOR solutions. #cio #ceo #cto #cto #cpo #corporateinnovation #startup #techstartup #aistartup #deeproot #globalemploymentplatform #globalemploymentmarketplace #overseastalent #internationalhiring #borderlessjobs #jobs #itjobs #remote #remotework #eor #peo

In the current economic climate, tech companies worldwide are feeling the pinch. The combined pressures of inflation, looming recession, and market saturation are making it more challenging than ever to manage costs without compromising the quality of products and services. While maintaining current standards is one hurdle, the real test emerges when it’s time to scale your team—a task that can seem unachievable in these trying times. Glyn Roberts at Vention looks at the strategies you can employ to dodge budgetary traps during hiring and expand your teams appropriately. https://lnkd.in/dveEw-bX

Fractional work is gaining a ton of momentum, especially in the startup landscape, but what does ‘fractional’ even mean? And why is it worth considering for early-stage startups? We know that incredible startups are born out of great ideas, brought to life by brilliant founders. But we also know that there’s a lot more to building a successful startup than a great idea. A founder’s time needs to be focused on a million different things at once - product market fit, customer acquisition, understanding their funding runway, the list goes on. You know you need an exceptional team. But now more than ever before, exceptional talent expects an exceptional employee experience. With limited budgets, founders often find themselves knee-deep in culture-building, defining values, navigating benefits, writing policy handbooks, researching HRIS systems, and deciding their stance on remote vs. in-office work These things are vital to your future success, but balancing this with everything else on your plate can be pretty overwhelming, meaning culture often happens by osmosis, and big changes are made only when things go a bit pear-shaped. Enter moi (ta daaa ✨) your early-stage secret weapon! Here’s how I help you out: - Strategic People Ops without the full-time cost: You need strong People foundations to scale effectively but hiring full-time senior experience early on adds long-term overheads - salary, pension, national insurance, benefits, and holiday pay to name but a few. Fractional hiring lets you scale expertise in proportion to your needs without any of these costs, making it a runway-friendly solution during critical growth stages. - Flexibility where it matters most: there’s probably not enough work for a full-time hire, but there can be rapid shifts in team size and structure. You might just need someone to jump in, build, and jump out. I work with you on an as-needed basis, focusing on the high-impact contributions that you need now. - Focused leadership for people-first growth With limited resources, founders often juggle too many roles. Bringing in Fractional support enables you to focus on product development, fundraising, and customer acquisition while ensuring the team is engaged, aligned, and thriving. So, if you’re a founder trying to juggle everything, take a step back, and focus on your customers, your product, and your vision. Let me handle the rest!

Virtuous talent cycle 💡 Founders - use the power of a virtuous talent cycle. The key is to find the right (meta)location. Let me explain 👇🏼 1️⃣Previous generations of startups have attracted top talents to build great products. The companies grew creating more opportunities. 2️⃣ But at a certain point, some (especially the early stages) will leave for the next adventure.  3️⃣ Great opportunities attract the next talents to the same places, so you can benefit from hiring both startup veterans and new talent streams. Now (meta)location... remote makes it a bit more complex: there are cities with some deep talent pools, and there are companies around which great talent pools are built. The difficult thing is the right team setup for the right stage of growth. Studying the story of fundraising and the ecosystem is helpful: - Paris - AI, marketplaces, SMBs saas - Berlin - martech, small startups, sustainability tech - Munich - enterprise, automotive, industry tech - Warsaw - healthtech, AI, deeptech - London - martech, fintech, legaltech - Amsterdam - worktech, fintech, enterprise - Barcelona - HRtech, healttech, traveltech 🧘🏽♀️My advice: think practically about the next 6-12 months hiring, planning for more in terms of hiring and the team is too volatile. Your compass is your business model (global/local etc). Start small (hybrid), and expand big (hybrid to remote). Have a vision for your long-term end game -> remote vs office vs hybrid.

#hiring *Associate - Energy and Buildings Innovation*, Boston, *United States*, all #opentowork #jobs #jobseekers #careers #Bostonjobs #Massachusettsjobs *To Apply -->*: https://lnkd.in/dcqCFjab Our Ideal TeammateThe ideal ADL teammate has helped get a startup off the ground AND has worked at or with established legacy-sector companies. While we work across legacy-sector industries, our work tends to be concentrated in energy (utilities, distributed energy), buildings (building materials, advanced construction, prefab/offsite), and the intersection of the two (smart cities, grid-interactive buildings). Folks with a passion for new business models and accelerating the commercialization of novel concepts in energy and buildings will do particularly well at ADL.While we love working with folks that have a structured approach to problem-solving, as you d expect among those with traditional consulting experience, ADL s teammates tend to feel constrained by a traditional consulting environment. We have a bias towards action, i.e. we don t just want to create a plan for new market entry though we do that exceptionally well we want to help launch NewCos and new lines of business. We don t just want to run an open innovation challenge, we want to structure the agreements that are likely to break down the traditional barriers between legacy companies and scrappy innovators.Different than a traditional consulting firm, ADL is chock full of entrepreneurs that see ADL as a path towards monetizing innovation in conjunction with our legacy-sector clients.If this sounds like you, we d love to meet you.Expectations of an ADL AssociateAn ADL Associate, typically with 2-4 years of experience, is expected to support projects in energy and buildings. An interest in and understanding of the leading-edge technology solutions in these spaces will help you better craft solutions for our clients and work towards launching NewCos that fit a defined market niche.An ADL Associate has an entrepreneur s knack for novel business model design, scenario planning, piloting/experimentation, and digitization.LocationADL teammates are currently in Boston, San Francisco, Washington DC, and Denver. We are open to remote hires as well as to hires in those regions.

What are some key differences in work culture between Big Tech companies and startups that may impact hiring decisions? The work culture in Big Tech companies and startups can differ significantly, influencing hiring decisions in various ways. Here are some key differences: Structure and Hierarchy: Big Tech: Generally has a more structured hierarchy with defined roles and responsibilities. Employees may find themselves in specialized positions with clear pathways for advancement. Startups: Often have flat organizational structures, encouraging employees to wear multiple hats and take on various responsibilities. This can attract candidates who thrive in dynamic environments. Risk Tolerance: Big Tech: Typically prioritizes stability and risk mitigation. Hiring decisions may focus on candidates with proven experience and a track record of success in established environments. Startups: Embrace risk and uncertainty, seeking candidates who are adaptable and comfortable with ambiguity. A willingness to experiment and iterate is often valued over traditional experience. Pace of Work: Big Tech: Can have a slower, more methodical pace due to larger teams and more extensive processes. Employees may experience more formalized procedures and longer project timelines. Startups: Generally operate at a faster pace, with rapid iterations and quick decision-making. Candidates who thrive in high-pressure, fast-moving environments are often favored. Resource Availability: Big Tech: Usually has access to ample resources, including funding, technology, and talent. This can lead to a more comfortable work environment with more support for employees. Startups: Often face resource constraints, requiring employees to be resourceful and innovative. Candidates who can operate effectively with limited resources may be more successful in startup settings. Innovation and Creativity: Big Tech: While innovation is important, the focus may be on optimizing existing products or expanding market share. There can be more bureaucracy, which may slow down the implementation of new ideas. Startups: Typically prioritize innovation and disruptive ideas. They often seek out candidates who are creative problem solvers and can contribute fresh perspectives to the business. Company Mission and Impact: Big Tech: Employees may work on large-scale projects with significant societal impact but might feel disconnected from the overall mission due to the company's size. Startups: Often have a clear, passionate mission that employees can connect with personally. This can foster a strong sense of purpose and ownership among employees. Work-Life Balance: Big Tech: May offer more structured work-life balance policies, including remote work options, parental leave, and wellness programs. However, some employees might experience a high-pressure environment.

Are you looking for your next startup role? These 11 hiring startups announced funding this week. Use this list to... ↳ Identify interesting companies ↳ Check for open roles in your function ↳ Reach out to people on the team with congratulations ↳ Land your next startup role at a growing company 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝗜 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗲𝗮𝗰𝗵 𝗲𝗻𝘁𝗿𝘆: • Company Name • 🦄 = Valuation >$1B • ⭐ = Top VC Investors • 🏆 = >90% PitchBook Success Probability Score • Round stage, Round size • Position locations Earli Inc. ⭐: Cancer-programmable genetic constructs for early detection and personalized cancer treatment (Series A, $20M) - Redwood City, CA OutRival ⭐: AI-powered platform for personalized, real-time customer engagements across multiple channels (Pre-Seed, N/A) - MIA BETA TECHNOLOGIES 🦄🏆: Net-zero electric aircraft and EV charging infrastructure (Series C, $318M) - Burlington, VT Bugcrowd 🏆: Crowdsourced cybersecurity platform for customized security testing - NH, TX, FL, NC, PHL, PHX, WA, OR, ID, Remote Insider. 🦄🏆: AI-powered marketing platform optimizing spend with targeted cross-channel campaigns (Series E, $500M) - Remote Cintoo 🏆: Cloud platform transforming laser scans into collaborative digital twins for construction (Series B, $40.24M) - Remote Buddy.ai 🏆: Voice-based virtual English tutor for kids' speaking practice (4th Funding Round, $11M) - Remote SOLARCYCLE 🏆: Solar panel recycling platform for a circular renewable energy economy (Series A+, $31.63M) - GA, TX, AZ First Resonance 🏆: Factory operating system for tracking and accelerating production from prototype to scale (Later Stage, N/A) - LA Kalshi ⭐🏆: Platform for trading event contracts based on real-world outcomes (Series B, $50M) - NYC, Remote Prokeep: Text-enabled customer engagement platform for distributors and contractors (Later Stage, $25M) - NO 𝗕𝗢𝗡𝗨𝗦 - 𝗧𝗼𝗽 𝗩𝗖 𝗳𝘂𝗻𝗱𝗶𝗻𝗴 𝗯𝘂𝘁 𝗻𝗼 𝗼𝗽𝗲𝗻 𝗿𝗼𝗹𝗲𝘀 𝗽𝗼𝘀𝘁𝗲𝗱 𝘆𝗲𝘁... Tola ⭐🏆: Real-time cash-flow management with fee-free payments for businesses (Seed, $10.2M) - SF Decart ⭐: The first real-time generative AI open-world model (Seed, $21M) - SF Glow International ⭐: Blockchain project incentivizing solar farms with carbon credit rewards (Seed, $30M) - SF Persana AI ⭐: AI sales copilot for personalized outbound emails and lead insights (Seed, $2.3M) - SF Corgea (YC S23) ⭐: Automatically detect and fix insecure code. (Seed, $2.5M) - Daly City Go get that job and build something awesome 💪 --------------------------- If you like this list, follow me, Kyle Thomas, for more. Want personalized lists of startups for your job search? Use the link in my profile to apply to our Startup Job Search Accelerator. ♻ Share this to help startup job seekers find a new role.

Most people think investing in tools will help scale their start-up But the truth is that your business will only be as successful as your weakest team member The early days of any startup are a whirlwind. You're juggling a million tasks, from product development to marketing and securing funding. That's why putting together a rockstar team right from the start is crucial. These initial hires will be the foundation of your company, working alongside you to turn your vision into a reality. Here's a surprising twist: the two most critical roles might not be who you expect.  While flashy titles like CTO or CMO might seem tempting, consider these unsung heroes: 1. Client Service Manager: Consider them the heart of your customer relationships. Building loyalty and resolving issues requires a dedicated champion. A client service manager ensures your customers have a flawless experience, fostering trust and advocacy. 2. HR Manager: They might be the last hired, but their impact is immediate. An HR manager lays the groundwork for a thriving team culture. From talent acquisition to performance management, they attract top performers and keep them engaged. While these roles might seem counterintuitive, here's why they're essential from day one: → Attract top talent: A strong HR manager streamlines the hiring process, attracting exceptional candidates aligned with your vision. → Customer focus from the start: A client service manager instills a customer-centric mindset from the beginning, ensuring your product or service prioritizes user experience. → Scalability and growth: A solid foundation allows you to scale effectively as you bring on board additional team members. Remember: Realistically, one doesn’t need all these folks in the beginning but building these pillars is important as and when you grow. What roles were essential in the early stages of your startup journey? #teambuilding #startupjourney

Common yet underrated issues associated with StartUps; Part 1 HIRING AN IDEAL SUPPORT Hiring the right person for the right job at the right time is an important issue with Startups, today. In this age where most Talents are exceptional and demanding, Startups find it challenging to get the ideal guy to drive sales and growth. Why? • Budget Constraints • Limited Qualified Talents • Talent Blindness Solutions? • Build an unshakeable core of values, morals and culture because these GenZs and Millennials can leave any job that does not align with their values. •Be flexible as suitable. Look beyond a geographical location when seeking talents, consider working condition requests from candidates and employees. . • Be all encompassing like learning the needs of each individual and understanding diverse people. • Propose equity such as Restricted Stock Units(RSUs): Grant your employee(s) a certain amount of shares that beat overtime. •Outsource for talents: Hire a Technical Virtual Assistant as it will help you save time, boost your brand's reputation and cost you less that hiring a whole department. I hope this helps you. My name is Chisom and I assist startups and business owners with the tedious administrative, technical and creative tasks so they focus on high-priority tasks and product growth. Contact Me: favouremmanuelchisom@gmail.com Let's connect! #startups #technicalvirtualassistant #hiring #startupsolution #technology