Avi Mally’s Post

Tired of the never-ending hiring process? We've all been there, feeling overwhelmed and wondering if there's an easier way. That's where one of our fantastic Influence Investors, Raine Recruiting LLC comes in! With experts who understand the pressure of hiring, they'll help you find the right talent for your team. With 26 years of experience, they've helped thousands overcome the hiring stress, making the right connections and delivering peace of mind. 🤝 Whether you're a company looking to hire or someone seeking the perfect job, Raine Recruiting is here to simplify the process and help you shine as the one who gets the job done. Contact them and let the hiring journey be a breeze! If you want to become an influence on Fuse just like Raine Recruiting, find out more at fusedsm.org! #fusedsm #rainerecruiting #recruiting #chamberofcommerce

What are the do's & don'ts of hiring top senior talent in 2024? 👀 Join our upcoming virtual workshop, in partnership with the Sie Ventures team! 🗓 When? Tuesday 13th February, 12-1pm GMT Join James Mitra, Louise Buckland and Jess Ruben to find out: 🤔 Why effectively hiring senior talent is so important, even for early stage Founders 🔎 How to run an effective process and convert offers 🤫 What the most common mistakes are we see Founders make when hiring Plus, there will be plenty of time to ask your own hiring questions! Secure your spot below 👇🏼 #Hiring #Recruitment #ExecutiveSearch #Startup

Strategic hiring is key to scaling your startup! Go beyond the masses. Focus on social media & niche boards to reach targeted, engaged candidates. Highlight your culture & mission in compelling job descriptions. Attract passionate talent ready to contribute to your growth journey! #TalentAcquisition #StartupGrowth #NicheJobBoards

Ugh! Most recruiting conversations are focused on candidate “logos and outputs” when they should be narrowing in on the “inputs & values" that led to those results. 🙄 Example: Founder: "We want to hire someone has seen the $30M to $100M journey before. We are currently at $10M in revenue so need someone thats seen the next journey" Candidate A is part of a Tier 1 company 🚀 (with amazing product differentiation and truly best in class PMF) from $50M to $200M" Candidate B is someone that came from a Tier 2 company where they had to fight their way from $10M to $50M with a mediocre product / market fit. 💪 " Pretty sure the company picks Candidate A when they should actually dig into both candidates to see who is the best fit based on values and ability. 🔑 Don't get me wrong -- outputs and stage specific experience matters but that can't be the *whole story* around how why you might hire someone... 🛑 Sometimes you'll get lucky 🤷♀️ but a lot of times you might end up hiring folks that crushed it in an environment that was designed for them to crush it. Don't get distracted by logos and superficial critieria ✅ Find your diamonds in the rough. 💎 Bet on someone that has the ingredients but hasn't gotten the opportunity 👊 #hiring #recruitingprocess #salesleadership #startups

Great hires should be force multipliers. If you are hiring someone who you think will just do the job, you are falling into the “Trap of Average” — they check the boxes but they are not going to transform your business. I’m not talking about long hours — the focus should be on impact, not just activity. You want talent that is hungry, curious, kind, collaborative and above all, great problem solvers. You want people who align with your values but complement you on your skills. The problem is, while it's easy to spot the bad candidates, it's hard to spot the average candidates. It takes thorough screens, a robust (and structured!) interview process, and a clear process for evaluation. With each hire, no matter what the level, you have an opportunity to make a BIG difference in your company. Hire the force multipliers. Don’t settle for average. #hiring #startups #recruiting

The CEO of a unicorn asked me for the single most important advice to close great talent: My response? Roll out the red carpet. Helping startups make critical hires, from founding team members to exec leaders, I've seen first-hand the critical impact of each hiring decision. Here are 4 ways to roll out the red carpet so you close the best candidates: 1. Personalize the process and get to know the candidate, genuinely. 2. Keep candidates informed at every stage. Communication is key. It builds trust and respect. 3. Simplify and shorten the interview process where possible. Drawn out interviews are a turn-off. 4. Let them experience your culture. Involve team members. What have I missed? Any other tips? Share below! P.s. If you got value from this, consider following me (Ilan Saks) for more like this.

THIS IS HOW I CAN HELP YOUR STARTUP OR SMB. In addition to bringing great candidates to the table… I offer valuable MARKET INSIGHTS that can help you make informed decisions. With over two decades of experience in recruiting for companies of all sizes—especially startups and small to medium-sized businesses in the $50 million to $1B range—I've gained a deep understanding of compensation trends, benefits packages, and effective hiring processes. If you're a hiring manager facing challenges with your comp plan or trying to align your hiring metrics, I can provide insights into what other companies in your market segment are offering. If you're interested in learning more, please reach out. I'd be happy to have a conversation with you. #softwaredevelopment #devopsjobs #startupfounder #startupfunding #cybersecurityjobs #founders

Start-Up CEO’s & Founders 👂 🙏🏻Being slow and innacurate will kill you 🙏🏻Being fast and innacurate will help you fail fast, learn quick 🙏🏻Hiring leaders slowly and inaccurately will definitely kill you 🙏🏻Having a product before the search service that helps you hire leaders accurately and quickly will help you win Thats what we have done at Introed Dont take my word for it Here is what the customers say 📢 “We have been working with Tom and his team on three Exec roles in the past months completing a Stealth CEO, CPO and VP of Engineering search in under 10 weeks. All three roles have been closed with the highest level of accuracy with 100% presented candidates being interviewed. I have worked with >50 external (agency) parties during my professional career and have never hit a 100% accurate rate with any other party to date (other than Introed). Tom and his team went way beyond the service of a normal search firm, which is exceptionally rare in the current market. I personally found the sprint set-up refreshing as well as it provides a lot of clarity, structure and momentum in the hiring process. In my humble view, they are the best executive search company to partner with” We are your co pilot and we have designed tool kits and processes that help you hire execs and leaders with precision and speed.

Founders and startup hiring managers. The talent market is strong but this doesn't mean you can be lazy and rushed with your job specs. You still want talent, and the right talent for your startup. These are three things you should always think about when writing job specs, start with Simon Sinek's 'why'. 👩🏽🔧 Why would someone want to work for you? 🏅 Why would someone want to work at your company? 🥇 Why would someone want this job? It's a two way street... those founders and hiring managers that get this, get the best matching talent. (Cute dog picture incase my words are not interesting enough to grab your attention)

Find the right fit 🎯 One of the most overlooked aspects of the hiring process is finding not just the right fit for the specific position, but for the company as well. If you fail to hire someone who aligns with your companies’ values and mission, the odds are that you’re going to have to start from square one. Take some time during the interview process to ask the necessary questions in order to find out if the candidate is the right fit with your company. #wearehiring #recruitment #recruitmentfield #accounting #humanresources #pittsburgh #startup #tech #smallbusiness