Benjamin Norton’s Post

GTMfund is hiring again. With the recent acquisition, the media pillar of our fund has 10x over night. And with that, we are now looking for a Head of Marketing & Community. Your mission is managing and elevating the GTMfund brand, GTMnow, and our accompanying media assets. You will craft and execute a growth strategy for GTMnow and GTMfund, aiming to increase brand awareness, attract the best Founders in SaaS, and top-tier GTM leaders to join the community. We see GTMfund as a premier, founder-first fund. You will be elevating the GTM media platform and community in pursuit of that mission. A bit about us: 1. We take a long view of business and relationships, as we’re in the relationship business. 2. We’re builders by nature, and by necessity. 3. We’re here to win. 4. We celebrate wins as a team. What we're looking for: 1. 3 - 5 years years of experience working in SaaS, Tech, or Venture Capital, preferably in a Marketing role. 2. Deep understanding of Media, Social, and full stack Marketing. The ability to thrive while owning and managing the digital presence of GTMfund and GTMnow. 3. Strong communication skills - ability to liaise directly with Founders and executives and communicate the GTMfund mission. 4. Self-motivated - comfortable working in a startup environment without the structure of a big fund. Everyone rolls up their sleeves here. 5. A Builder - desire to build the GTM brand and community into a sought-after name in venture capital. 6. Creativity - find and execute creative ways to build GTM’s brand and visibility in the startup community. 7. Founder Focused - empathy for our founders and take time to understand their pains, needs and wants, and will go the extra mile to help them succeed. 8. Curiosity - interested in learning the ropes of venture capital. If this sounds like you, we'd love to chat with you. Please apply directly online below or get creative. We will do our best to get back to all candidates that look like a potential fit but please be patient, we're a lean team. The growth opportunities and network here make this is a potentially career-defining role for the right person.

Hiring for a start-up? You need Accelerators… Before I joined Up World, I worked for Ambassador Theatre Group - a global theatre business with thousands of employees across the globe. Now I work for a business with 19 people. Leaving that corporate environment to join a small start-up was quite a shift… When Lottie Unwin (she/her) and I started discussing a possible move, she talked about the importance of pace in start-up land. In hindsight I don’t think the word pace is quite right - my previous job came with plenty of responsibility, long hours and working very hard…of course I knew how to work at pace. But I now know exactly what she meant. I prefer to call it acceleration. In my big biz role, I worked on a huge strategy project that lasted a full year, and would then take at least another year to implement. At Up World, we go from new idea to implementation in days or weeks. That’s where the acceleration comes in. It’s the ability to go from idea to MVP quickly and find out what works, fast. And you can’t afford to hire people who can’t accelerate - you just don’t have that luxury in start-up land. That isn’t to say you just blindly set off a direction without thinking. You still need a strategy, but you need to make decisions quickly and then go. It’s so important for us that it’s one of our key values. We call it Think Deep and Move Fast.   What traits do you look for when hiring for your start-up?

Some thoughts around startup hiring based off what I've seen & learned at Moonhub 🚀 🚀 Building a startup isn't just about products and profits—it's about people and culture. 💡 Hiring the right individuals isn't just a checkbox; it's the cornerstone of shaping the soul of your company. 🔍 Find those who not only excel in their roles but also resonate with your values and vision. 🌱 Cultivate a culture where every team member is not just an employee, but a steward of your startup's journey. #StartupCulture #HiringRight #PeopleFirst 🌟

Building Vision-Driven Teams for Early-Stage Startup success 🧑💻 Hiring is a critical component for early-stage startups, often facing budget constraints and multiple challenges that prevent them from bringing on highly experienced professionals. At this stage, startups must prioritize hiring individuals who align deeply with the company's vision and culture. Rather than focusing solely on extensive experience, look for candidates who demonstrate adaptability, a strong work ethic, and a passion for the startup's mission. These qualities can drive innovation and resilience, key elements for navigating the uncertainties of a startup environment. Hiring should focus on building a cohesive team where every member is committed to the shared vision, willing to wear multiple hats, and capable of growing alongside the company. This approach not only maximizes the potential of limited resources but also fosters a collaborative culture that can propel the startup towards success.

6 ways for startup scalability: ✅Move to the next round of funding Invest in technology ✅Deploy a new marketing strategy ✅Launch an associated product and service ✅Reflect on Current Processes ✅Consider Hiring experienced management ✅Make the startup run without you

This is the best news and now 2 years in a row! We love our customers, we love our partners...you make this all worth the journey we are on to unlock the value of #Customer360 #customerdata and #enterprisearchitecture with Salesforce Snowflake Tableau Fivetran

If you are an early-stage or growth-stage startup founder and hiring for your team, read on. . . Candidates care about more than just the role; your origin story matters. Articulate the 'why' behind your business—why did you start it, and what problem are you solving? And why are you so invested in solving 𝘵𝘩𝘢𝘵 𝘱𝘢𝘳𝘵𝘪𝘤𝘶𝘭𝘢𝘳 𝘱𝘳𝘰𝘣𝘭𝘦𝘮 when there are so many other problems (to solve). Founders nailing this attract top, mission-driven talent. Here are a few origin stories I've heard while interviewing - 📍 As a company, X began when we faced issues hiring teams for our portfolio companies as VCs. Hiring talent for startups is hard, and our goal is to provide the best talent while making the process bias-free for candidates. 📍 As a new parent, I had zero visibility into what was happening with my child at daycare. I wanted more real-time updates, which is how company X began. 📍 As a millennial & Gen Z, we spend a lot of time on social media sharing our lives. I want people to capitalize on their social currency & make money. While companies get original UGC content & brand ambassadors. This is how I started company Z. Also, I have heard stories that went along these lines - 📍 Startups in this x space are valuable and go public or become unicorns. Which is why we decided to build a product in x space. It's a good reason to start a company but does not deliver the punch for mission-oriented folks. Summing it - ✔️ Your 'why' of business is powerful, and it matters. ✔️ It attracts talent genuinely interested in your mission and the problem you're solving. That's precisely the kind of people you would want working with you. Although incredibly rewarding, startups are hard, evolving, and uncertain. Use this to attract the right people to your teams. #marketing #startups #hiring

Check out the top 10 buzziest US startups from LinkedIn’s new report: - Ramp , Liquid Death, and Whatnot are the top 3 on the list! 🫡 - 2 of those 3 are based in Los Angeles … woohoo! #LongLA - These startups are hiring various six-figure roles, “remote” makes up over 50% of available jobs - Retailers, health, and AI-focused tech companies dominate the list, many founded back in 2020 #venturecapital #technology #innovation #investing #startups https://lnkd.in/gtBHmf5z

Startups forget this easy hiring tip. Hiring isn't a one-way street. Yes, they need the job. But you need their talent. Show them why they should choose you. Ping-pong and free coffee makes zero difference. Don't forget about your existing team whilst running through walls trying to hire the best talent possible. The best people are often already in the team. Don't lose them. Drop a comment below if you agree/disagree.