Abraham George’s Post

Considerable Ways of Hiring Unaffordable Talents for Startup Founders - A prevalent frustration for many startup founders is around being able to onboard the right talents into their teams. In most cases, these founders - especially those centered around tech - lack the required capital to fund these talents as they are usually expensive. Some out of desperation, dish out shares as equity as a form of compensation to these talents, and in most cases, do this wrongly without proper guide and then issues are joined in the nearest future. As a result of this gap, founders end up either overwhelming themselves with tasks for lack of manpower or bringing into their teams the wrong sets of talents which eventually takes it's toll on the business. Here are some considerable ways founders could adopt in getting the needed talents for their business with little or no funds; 📌 Bootstrapping with Influence. As a founder, you could be surrounded with people who share vertical or similar interests with you who you can share your vision with. Through your influence from the solution you are birthing, they could be very willing to work with you to birth your business vision, even with the understanding that they might not get paid at the instance. There are many out there looking for something working to be part of, something to give their life a meaning once they figure such engagement brings a kind of solution to a need. Sharing how you intend to add value to your environment through your solution could easily buy the hearts and will of these young talents around you. They can come in as volunteers or adhoc staff in the meantime. Once the business begins to yield revenue, then a remuneration structure can be set up for them. I have countless times seen this strategy work. 📌 Incentivising/Flexible Approach. Unlike the first approach, there are some talents that might not be willing to volunteer all the way. However, they still buy into the vision and understand you might not be able to afford them. Here the founder can retain these talents by incentivising them with their basic needs for them to work with him/her. Needs such as their internet data, fuel or transport money where and when applicable, airtime, lunch etc. Things as little as this could be quite satisfying for some talents who have bought into your vision and they will be willing to walk the mile with you. Also, giving them room to be flexible in their availability such as allowing remote work, allowing them time to run their other engagements and not stifling or boxing them up etc, can also be an added advantage. I have witnessed this work as well. 📌 Offering Vesting Shares This I consider a more critical approach and would require a more careful and guided implementation. Here the founder offers equity to this talent with the clause that the shares only vests after certain laid out terms and milestones have been achieved by the talent. Here, a Vesting Shares Agreement is needed.

Counteroffers can be crucial for startup founders in various scenarios. Here are some key reasons why counteroffers hold importance for startup founders: 1. Retention of Key Talent: In the competitive startup ecosystem, attracting and retaining top talent is critical. When a valuable team member receives an external job offer, a counteroffer from the startup can be an effective tool to keep that talent within the company. 2. Cost Savings: Recruiting and onboarding new employees can be expensive and time-consuming. Counteroffers can be a cost-effective way to retain experienced and knowledgeable staff, saving the company the time and resources associated with finding and training replacements. 3. Knowledge and Expertise: Startups often operate in dynamic and specialized fields. Losing a key team member can result in the loss of valuable institutional knowledge and expertise. A counteroffer helps in preserving this knowledge and maintaining continuity in projects. 4. Maintaining Team Dynamics: Team dynamics are crucial for the success of a startup. Losing a key member can disrupt the balance within the team. A well-tailored counteroffer can help in preserving the existing team structure and relationships. 5. Avoiding Disruption in Projects: If a key team member departs, ongoing projects may face delays or disruptions. A counteroffer ensures that critical team members stay on board, preventing any negative impact on project timelines and overall business operations. 6. Demonstrating Commitment: Making a counteroffer demonstrates the company's commitment to its employees. It sends a message that the startup values its team members and is willing to invest in their growth and development within the organization. 7. Fostering Loyalty: Accepting a counteroffer can strengthen the loyalty of the employee to the company. Knowing that the startup is willing to make an effort to keep them can enhance the employee's commitment and engagement. 8. Adapting to Market Conditions: The job market is constantly evolving, and salaries and benefits offered by other companies may become more attractive. Counteroffers allow startups to adapt to changing market conditions and remain competitive in terms of compensation. 9. Strategic Talent Management: Startups often operate with lean teams, making each team member's contribution significant. Counteroffers are part of strategic talent management, ensuring that the right people are in the right positions to drive the company's success. It's important for startup founders to approach counteroffers thoughtfully, considering both short-term and long-term implications. While they can be effective in retaining talent, a comprehensive talent management strategy should also include efforts to create a positive work environment, provide growth opportunities, and foster a strong company culture. Follow us for more updates on startup and 🇨🇦 Canada Immigration #startup #canada #immigration

The Unsung Hero of Startups: The Head of People and Culture 👩💼🌟 Startups are often associated with innovation, disruptive technologies, and rapid growth. Founders and entrepreneurs are celebrated for their vision and determination, while the spotlight often overlooks an essential and powerful position within any startup: the Head of People and Culture. Startups operate in an ever-changing and dynamic environment. They face intense competition, evolving markets, and the need to adapt quickly to survive and thrive. Amidst this chaos, the importance of nurturing a strong company culture and managing the people within the organization is often underestimated. This is where the Head of People and Culture steps in. The Head of People and Culture, often referred to as the Chief People Officer or VP of Human Resources, is responsible for shaping the company's culture, hiring and retaining talent, and ensuring employee engagement and satisfaction. Their role extends far beyond just handling HR paperwork; they are instrumental in defining the very DNA of the organization. Startups often boast a unique and vibrant culture that sets them apart from traditional corporations. The Head of People and Culture is at the forefront of shaping this culture. They establish the company's values, ensure that they are aligned with the overall mission, and cultivate an environment where innovation and collaboration thrive. Identifying and attracting the right talent is one of the biggest challenges for startups. The Head of People and Culture is the gatekeeper who ensures that only those who align with the company's values and vision are brought on board. They also play a crucial role in retaining talent by creating growth opportunities and fostering a supportive work environment. Satisfaction 🙌😊: A motivated and engaged workforce is vital for a startup's success. The Head of People and Culture designs strategies to boost employee engagement, providing a sense of purpose and belonging. They also focus on employee satisfaction by addressing their needs and concerns, which can lead to higher productivity and lower turnover rates. It directly influences a startup's success in multiple ways: 1. Enhanced Innovation 💡🚀: A positive and inclusive work environment encourages employees to share their ideas and take risks. This fosters innovation, a cornerstone of startup success. 2. Better Decision-Making 🤝📈: A diverse and inclusive workforce brings various perspectives to the table, leading to more informed and well-rounded decisions. 3. Stronger Resilience 🌦️🛡️: A cohesive and motivated team is better equipped to weather the storms that startups inevitably face. They can adapt to changes and challenges more effectively. 4. Attraction of Investors and Partners 💰🤝: A strong company culture and a talented workforce are attractive to investors and potential partners, helping secure funding and partnerships. Who is your startup hero? #startup #heroes

Want to build a startup? Building an early-stage startup? 🤔   A lot of people online have "Opinions on how to do this or that when building a startup". None of that is practical.   Ask yourself - Is this actually something that I will use and get value from?   99% of times answer is NO. Or at least you got to PAY the person first in order to get the REAL value Me? Pay me with your warm comment saying you found this useful and here you go: Searching for a co-founder?   - Avoid last-minute co-founder additions; they often lead to team failure. - Ideal co-founders are long-term acquaintances or colleagues from reputable companies. Here, the ideal option could be to actually join a growing startup in order to network and gain insights on how it works real-time. - Look for co-founders who are resilient, resourceful, and calm under pressure – think "James Bond" type.   Want to hire early team? - Prioritize hiring smart, efficient, and enjoyable-to-work-with individuals. - Personal referrals are absolutely THE BEST source of candidates. - instead of traditional interviews, do some actual work together and evaluate the employee then. Most important: !!!CHOOSE EMPLOYEES BASED ON THEIR BELIEF IN YOUR VISION NOT BASED ON THEIR EXPERIENCE!!!   A small team of highly motivated, young individuals can outperform experienced but unenthusiastic employees. Already have a team? - Avoid rapid hiring; KEEP THE TEAM - SMALL & EFFICIENT - High employee counts can lead to high burn rates (Money out) and slow decision-making.     Sharing equity with Employees?   - Allocate about 10% equity to the first ten employees, spread over four years. -Give more equity to employees and give less to investors.   Managing employees? - Ensure employees feel valued and treated fairly. - Learn basic management skills: praise often, delegate responsibility, avoid micromanagement. - Motivate employees with autonomy, mastery, and purpose. What is the NR1 priority of everybody here?   Everyone in the startup should have at least 15% of their work dedicated to freedom and creativity. Firing employees? Worst part:- I have to fire somebody?   - Fire EXTREMELY quickly when employees are not a good fit to prevent team toxicity. - Address persistent negativity and office politics early. If an employee start initiating office politics - Watch out... Politics will kill creativity - No creativity - No innovation - No success. - Recognize that consistent issues generally follow termination.   Ok, Two co-founders, what to do with equity?   - Decide on the equity split soon after starting to work together. The split should be near-equal. If not, reconsider their role. - Finalize the equity split within the first few weeks. Ok, stop here. I reached the character limit so part 2 in the next post.

Founder: So tell me... why did you become an HR Consultant and leave the comfort of a 9 to 5 job? Firstly, I’m yet to work for a startup that is 9 to 5! If you’ve walked this walk, you’ll know startups are incredibly challenging and chaotic fun. In the early days, we would tell ourselves that things would get easier as we scaled, grew, and optimistically secured more funding. I was wrong. Startups don’t get easier with time; they get more demanding. However, the level of reward you gain is infectious. Helping grow a founder’s vision doesn’t get easier with time, but it becomes more rewarding. My journey through the demanding yet fulfilling world of startups equipped me with invaluable insights and skills. But the last few years have been a trek through uncharted waters. While we continue to see success stories in the startup world, sadly, we have also seen some fail. When you’ve helped build a company only to then have to unbuild it, it’s a real sucker punch. You know your business cannot grow without a team of highly engaged people performing at their best. Yet most start-ups lack the People Experience and HR systems needed to scale. Being an HR Consultant allows me to apply my decades of experience scaling multi-million-pound startups. I love nothing more than rolling up my sleeves and turning your people processes into a game-changing growth strategy. Love or loath startup world?

🚀 𝑻𝒉𝒆 𝑺𝒊𝒍𝒆𝒏𝒕 𝑲𝒊𝒍𝒍𝒆𝒓 𝒐𝒇 𝑺𝒕𝒂𝒓𝒕𝒖𝒑𝒔: 𝑻𝒉𝒆 𝑯𝑹 𝑩𝒍𝒊𝒏𝒅 𝑺𝒑𝒐𝒕 🚀 In the cutthroat arena of tech innovation, a ticking time bomb lurks beneath the surface: the systematic neglect of Human Resources. While founders chase the next big breakthrough or funding round, they're unknowingly sabotaging their own success. 📊 𝐓𝐡𝐞 𝐒𝐡𝐨𝐜𝐤𝐢𝐧𝐠 𝐓𝐫𝐮𝐭𝐡: ◉ ⬇️ Only 14% of startups prioritize HR in year one. Are the other 86% playing Russian roulette with their future? ◉ ⬆️ 23% of startups crash and burn due to team issues. Is this startup Darwinism in action? ◉ ⬆️ 68% of founders believe they're HR superheroes. Arrogance or naivety? 🧠 𝐓𝐡𝐞 𝐄𝐠𝐨 𝐓𝐫𝐚𝐩: ★ The Starvation Spiral: Is your "lean" startup just underfed? ★ The Ability Mirage: Are founders' skills as big as their dreams? ★ The People Oversight: Could your "cost center" be your growth engine? Reflection: Which of these blind spots might be holding your startup back? 💥 𝐓𝐡𝐞 𝐂𝐨𝐧𝐭𝐫𝐨𝐯𝐞𝐫𝐬𝐢𝐚𝐥 𝐏𝐫𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧: Elevate HR to co-founder status. Blasphemy or brilliance? ◉ ⬆️ Companies with strong cultures see 4x revenue growth. Coincidence? ◉ ⬆️ Robust HR practices make startups 50% more likely to scale. Still think HR is just about hiring and firing? 🔧 𝐓𝐡𝐞 𝐑𝐚𝐝𝐢𝐜𝐚𝐥 𝐑𝐞𝐟𝐨𝐫𝐦: ➤ Make the Chief People Officer as crucial as the CTO. Overdue or overkill? ➤ Integrate people strategy into every board meeting. Revolutionary or common sense? ➤ Invest in HR tech from day one. The next unicorn might be born from an HR innovation, not another app. ➤ Mandatory HR boot camps for founders. Babysitting or essential education? 💡 𝐓𝐡𝐞 𝐌𝐢𝐥𝐥𝐢𝐨𝐧-𝐃𝐨𝐥𝐥𝐚𝐫 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬: ✘ Are VCs complicit in perpetuating toxic work cultures by not demanding robust HR practices? ✘ Is the "move fast and break things" mentality sustainable when it comes to human capital? ✘ Could prioritizing HR be the unfair advantage startups are desperately seeking? 🎭 𝐓𝐡𝐞 𝐒𝐭𝐚𝐫𝐭𝐮𝐩 𝐏𝐫𝐞𝐬𝐬𝐮𝐫𝐞 𝐂𝐨𝐨𝐤𝐞𝐫: ◉ Startups must scale faster than founders can grow emotionally. An impossible predicament? ➤ NYT (Aug 6, 2024): "Startup CEOs... face extraordinary risk of coming unglued in ways that vaporize immense amounts of capital. Silicon Valley turns to "coaching" as a therapy hack for overwhelmed founders." ★ Is the startup model flawed, demanding unsustainable emotional growth? Are we setting founders up for failure? 🏆 𝐓𝐡𝐞 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞: The next tech giant might not be born from a revolutionary product, but from a revolutionary approach to people management. Are you brave enough to put people first, or will you be another statistic in the startup graveyard? The choice is yours. What's your move? #StartupHR #PeopleFirst #FutureOfWork #DisruptiveHR 👇 Share your thoughts in the comments! Have you seen startups succeed or fail due to their HR practices?

There are different things between work in stable companies Working in a stable company and a startup can offer distinct experiences. In a stable company: 1. *Structure and Stability:* Stable companies often have established structures, clear hierarchies, and well-defined roles. Job security is typically higher. 2. *Resources:* Larger companies may have more resources, both in terms of finances and personnel, allowing for greater support and infrastructure. 3. *Specialization:* Employees in stable companies often have more specialized roles due to the larger workforce and well-defined departments. On the other hand, in a startup: 1. *Flexibility:* Startups are known for their agility. Employees may wear multiple hats, and roles may be less defined, offering a dynamic work environment. 2. *Innovation:* Startups often emphasize innovation and creativity. Employees may have the opportunity to contribute directly to the company's growth and development. 3. *Risk and Reward:* Startups carry higher risk, but successful ones can offer significant rewards. Employees might have equity options and a chance to be part of a company's early success. but, how if they blend on each others? Working in a big company with a startup model can be an interesting blend of stability and innovation. This hybrid model, often referred to as "intrapreneurship" within large organizations, aims to incorporate the agility and creative spirit of startups while leveraging the resources and stability of a bigger company. *Pros:* 1. *Innovation Opportunities:* You may have the chance to work on innovative projects and initiatives within the established structure of a larger company. 2. *Resources:* Access to the resources and support systems of a big company can make it easier to implement new ideas and navigate challenges. 3. *Career Growth:* Opportunities for career growth and development may still be available, mirroring the potential for advancement found in startups. *Cons:* 1. *Bureaucracy:* Large companies can have bureaucratic processes that might slow down decision-making compared to a nimble startup environment. 2. *Risk Aversion:* The risk tolerance in big companies may be lower, and some initiatives might face resistance due to a preference for stability. 3. *Cultural Challenges:* Merging a startup mindset with an established company culture can pose challenges, and there might be resistance to change from traditional practices. The experience can vary widely depending on the specific company and how effectively it manages to integrate startup elements. Overall, it offers a unique opportunity for individuals who enjoy innovation but also appreciate the support and infrastructure that large companies provide. #bureaucracy #cultural #startup #stable #company #risk #inovation #careergrowth #christiandandoh #soe #bumn

It goes without saying that people who belong to Generation Z, or GenZ, are more nimble learners, creative thinkers with an open mind, and more suited to adjusting to new surroundings. The normative workplace culture, which is more oriented towards startups, is changing as a result of their desire to operate independently and with freedom. In the rapidly changing business landscape and fast-paced environment of today, the culture of startups is critical to influencing the economy, stimulating innovation, and developing the next generation of talent. Beyond the highs and lows of the trip, India's startup culture places a higher importance on talents, creativity, commitment, horizontal hierarchy, and open communication than it does to a degree. However, it's crucial to understand the changing perspective on work and careers, as well as their benefits, in order to comprehend why Gen Z is drawn to startups. 𝗘𝘃𝗲𝗿𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗜𝘀 𝗕𝗲𝗶𝗻𝗴 𝗩𝗮𝗹𝘂𝗲𝗱: Becoming a vital member of an intimate group is an integral component of working for a startup. A corporation with fewer employees values the contributions of each individual. This really aids in a person's personal development. 𝗖𝗼𝗺𝗳𝗼𝗿𝘁𝗮𝗯𝗹𝗲 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁: Teams in startups are close-knit, with the founders personally participating in every task. It's always possible to approach higher authorities and have a private conversation, so the excitement of working with someone you enjoy will help solve issues more quickly. 𝗔 𝗣𝗹𝗲𝘁𝗵𝗼𝗿𝗮 𝗢𝗳 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: One is limited to their specific responsibility in a corporate profession and has less opportunity to pursue interests in other fields. Although well-structured, it can sometimes be tedious. Conversely, startups offer opportunities to explore novel approaches. Working in these organisations is worthwhile because of the incentives and opportunities to learn new skills. 𝗨𝗻𝗶𝗾𝘂𝗲 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 Employees of startups frequently get to have a unique experience that isn't available anywhere else, in contrast to the traditional 9–5. Some firms, for instance, let staff members take quick naps at work with sleep pods or a nap room; other startups might serve lunch to staff members every day. In conclusion, Gen Z is drawn to startups because of their emphasis on individual growth, tight-knit teams, and a wide range of chances. Startups, as opposed to established corporate organisations, provide a more individualised and dynamic work atmosphere that encourages individual development and novel experiences. Young people will probably continue to find startups appealing because of their desire for autonomy, creativity, and fulfilling employment, even as the nature of work continues to change. #FutureOfWork #GenZ #WorkplaceCulture #Startups #Innovation #NimbleLearners #OpenMinded #IndependentWork #WorkLifeBalance #CareerGrowth

"What's it like to work in a Startup?" - This question is an invitation to discover a world of innovation, creativity, and endless possibilities. Working in a startup is an opportunity to be part of a team that brings new ideas to life and shapes the future. It's a thrilling journey full of challenges, learning experiences, and meaningful contributions. Versatile Roles: Employees might wear multiple hats, taking on a variety of roles and responsibilities beyond their initial job description. This can provide broad exposure to different aspects of the business and accelerate professional growth. Innovation and Creativity: Startups are typically centered around innovation, offering a creative atmosphere where new ideas are encouraged and valued. Employees often have the opportunity to contribute directly to the development and refinement of products or services. Close-Knit Teams: With smaller teams, startups offer a close-knit community feel where everyone knows each other. This can lead to a strong sense of camaraderie and a supportive work environment, but it also means that interpersonal dynamics can have a significant impact on the workplace. High Risk, High Reward: Working for a startup can be risky, as many startups do not succeed in the long term. However, there can be high rewards, including stock options or equity, which can be highly valuable if the company does well. The sense of ownership and contribution to building something from the ground up can also be rewarding in itself. Learning Opportunities: The challenges of a startup environment can serve as a rapid learning curve. Employees may gain experience and skills at a faster rate than in more traditional roles, due to the necessity of solving unique problems and taking on varied tasks. Work-Life Balance Challenges: The fast-paced, all-hands-on-deck nature of startups can sometimes lead to long hours and a blur between work and personal life. The pressure to succeed and grow the business can demand significant dedication and time. Uncertainty and Flexibility: Startups often navigate uncertain markets and may pivot several times in their strategy. This uncertainty can be stressful but also offers flexibility and excitement to explore new directions and strategies. Impact and Contribution: Employees at startups often have the opportunity to make a tangible impact on the company's direction and success. The contributions of each individual can be more visible and significant than in larger organizations. Culture and Values: Many startups place a strong emphasis on culture and values, seeking to build a motivated and aligned team. This can lead to a passionate workplace, but it also means that cultural fit is particularly important. Working in a startup isn't for everyone.

Meet Aria, the founder of a promising tech startup. Fueled by ambition and propelled most recently by VC funding, she and her team are eager to scale their operations, conquer new global markets, and hire the teammates that they have been dreaming of to help accomplish it all. The initial high of securing funding quickly gives way to the very harsh reality of scaling without solid recruiting and talent processes. Oh my! Like planting heirloom seeds in unfortified soil, each new hire becomes a gamble, leading to costly mistakes and setbacks. Aria faces the daunting task of navigating a chaotic recruitment landscape as a Founder; battling high turnover rates... struggling to maintain team cohesion amidst this rapid expansion. Pressure is mounting, and the demands of rapid growth intensifies. Aria begins to witness even BIGGER cracks in her organization's foundation. Oh my! Misaligned teams, laborious interview processes, cultural clashes, low employee engagement, unmet goals and high turnover rates threaten to derail the organization's progress, and pull it further away from being an employer of choice. Why did their founding AE just put in their notice? How have we not yet hired our Director of Customer Success?! Amidst the chaos, Aria realizes that she needs more than just capital to succeed—she needs a talent partner who understands the unique challenges of scaling a startup and can provide expert guidance on building a high-performing team, and the processes around it. Enter - a trusted talent management strategist - specializing in helping startups like Aria's navigate the complexities of growth. Said "Talent Strategist" offers personalized solutions designed to address pain points, like Aria’s, head-on. Through hiring top talent into founding roles, strategic talent planning, streamlined recruitment processes, and targeted development initiatives, they empower Aria to build a cohesive and resilient team capable of driving predictable, repeatable success. OH MY! With this guidance, Aria gains the confidence to scale her business effectively, knowing that she has the support she needs to overcome future obstacles in the ever-changing marketplace. The truth is....this particular Aria is not a Founder, she is my 6 year old daughter! But one day, I hope that if she becomes a Founder, she isn't struggling with the same old game, using the same old playbooks, solving problems that don't provide value for customers or internal teams. I've started Hearthside Talent to partner with Founders and organizations who are ready to embrace authenticity, build trust from the start, encourage innovation, and cultivate workplace cultures where everyone can *actually* thrive. AND I'm open for business. Message me for a free consultation. 🌿 #fractionalhr #startups #hiring #talentmanagement #talentacquisition