Shelby Wolpa’s Post

When should I hire a Head of People? When do I need dedicated People Business Partners? How many Recruiters do I need to fill my open roles? The #1 question I hear from my clients is who and when to hire on their people team and how to prioritize people team programs. Need to learn who to hire based on company headcount milestones, ranging from <25 to 500+ employees? Planning your people team priorities over the next 6-24 months? These are questions I’ve answered numerous times throughout my career — so much so that I put them down on paper in my People Team Hiring Guide linked below👇 #hiring #peopleoperations #startups #humanresources #remotework #remotefirst

Go Beyond the Limits Do you challenge traditional boundaries and redefine the way you hire? One of the most game-changing strategies we bring to the table is the increasing flexibility in hiring professionals for roles not yet described in the original job description. Trust us, organizations are unlocking a huge potential: 🔹 Innovative Problem-Solving: New perspectives and diversity of skills can lead to creative solutions that might have been missed. 🔹 Flexibility and Adaptability: Hiring adaptable professionals allows the team to pivot quickly and effectively in response to changing market demands. 🔹 Improved Collaboration: Bringing in individuals with vast experience fosters a culture of collaboration and cross-functional teamwork. 🔹 Future-Proofing the Workforce: By thinking beyond conventional job roles, companies can better prepare for the future, ensuring they have the right talent to meet tomorrow’s challenges. As we navigate an era of unprecedented change, it is essential to think outside the box and push the boundaries. Challenge the status quo and build teams ready for the present and ready to innovate for the future. #PampaTalents #Hiring #Outsourcing #Offshoring #Vacancy

Over the past month I've been tracking the questions most frequently asked by Founders / CEOs during People Strategy Sessions & weekly meet ups with clients. Here is the top list below. Is there 1 that you are constantly asking in your org? 1. How do I find the right talent for my startup? 2. What skills and qualifications should I prioritize? 3. When should I start hiring employees? 4. Should I hire full-time or contract workers? 5. What roles are most critical for a startup? 6. How do I assess a candidate's cultural fit? 7. What interview questions should I ask? 8. How do I attract top talent with limited resources? 9. What's the best way to onboard new hires effectively? 10. How do I retain top talent and prevent turnover? 11. What's the best compensation and benefits package? 12. How do I handle remote or distributed teams? 13. What are the best practices for team building and company culture development? 14. What is going on in the market right now? Best practices are welcome below. Or let's chat about how to solve this for you. #talent #hiring #recruitment #recruiting #founders #peoplestrategy #jobmarket #hiringadvice

The economy is creating some amazing hiring opportunities, but if you hear that and think "let's start recruiting," let me persuade you to back WAY up and make sure you're setting yourself up for success. Far before you start a LinkedIn shopping spree, you should: 1️⃣ Understand which skills and competencies are required to hit 18-24 month business goals 2️⃣ Ensure you are retaining and engaging critical staff 3️⃣ Proactively build development plans for high potential talent that can grow into bigger roles for 2025/2026 4️⃣ Only then, start activating your talent networks to warm up pipelines for harder to hires roles #recruiting #talentmanagement #successionplanning #orgdesign #startup #companybuilding #engagement #retention #growth #hiring

We are in search of a dynamic Head of Talent who is ready to make a monumental impact. Our firm is retained with a profitable, high-growth startup that has bootstrapped its way to $10M ARR in under two years, serving 150+ esteemed clients. The company is founded by a best-in-class leadership team, including an all-star female CEO/Founder and a renowned serial entrepreneur with a track record of successful exits. Based in St. Louis, they're on a mission to transform the way marketers work globally by offering high-end offshore talent. They vet, train, and embed full-time employees in less than three weeks, fueling exceptional growth trajectories for their clients Who you are: •A strategic thinker who can operationalize and optimize large-scale recruitment efforts. •Experienced in RPO/BPO recruitment strategies, with a focus on quality control. •Adept at enhancing employer branding, especially in international markets. •Agile and entrepreneurial, with a bias for rapid action and decisive problem-solving. •A clear and proactive communicator who can guide the team toward ambitious recruitment and retention goals. What you’ve done: •Managed operations that have successfully hired 100+ people within tight timelines. •Implemented systems to double organizational capacity, without compromising on talent quality. •Not just traditional HR—You’ve excelled in onboarding and offboarding procedures and have implemented successful retention strategies like mentorship programs and internal promotions. If you're someone who relishes the idea of taking charge to solve talent challenges at scale, this is it #hiring #startups #Headoftalent

Companies need to be retention-focused. The challenge? Create a stronger acquisition strategy linked to retention. In 5 points ✅ Don't underpay your talent ✅ Step up on the packages and benefits ✅ Lead by example ✅ Cultivate existing employee relationships ✅ Show that you are invested in their career development It is far more costly to ❌ Lose talent because of lack of support, investment, and organisation ❌ Hire the wrong people as a result of talent shortage, trying to fill a seat, holding back on a realistic salary ❌ Having to restructure your business/teams/roles to meet requirements ❌ Start your hiring process all over again ❌ Delegate time/resources to the onboarding and training of new hires Simple. #Recruitment #Hiring #Startups #Careers #Talent

Let's face It - Recruiting is hard. You know what's harder? Recruiting the right talent for the right role, at the right time, in the right budget - and who joins .... and stays. while - Balancing speed and quality - Ensuring the candidate experience is consistent across all roles - Dealing with dead end tech to do the job, with access to the same talent pool on X portal - Dealing with hiring managers and their (sometimes unrealistic) expectations - Sifting through a mountain of resumes to spot those who "padded" their CVs - Managing the rollercoaster of emotions that come with candidate rejections - Convincing top talent to join a lesser-known company against the allure of big names. - Keeping up with changing market conditions To all those folks, who enjoy the grind - Cheers mate! you make the org tick. To all those folks, who have had a rough season - Weekends here for a reason. #linkedin #recruitment #hiring #talentaquisition #jobseekers #jobhunting #leadership #managment #innovation #CHRO #HRBP #hrleadership #hrleaders #talentleaders #founders #startups #peopleandculture #hiringnow #recruitingnow #recruitinglife #recruiterslife

A founder asked me yesterday, "How do I hire people if there isn't a large enough talent pool? " (I'm helping them create an organisation structure, SMART goals, and mechanisms to help them grow 4-5x) It's a tough question, but also a choice. Option 1: Hire for behavioral competencies and train for industry. It's a longer and harder road but more sustainable. Option 2: Hire for industry knowledge and pray to God that the behaviours add up. You'll probably need to pay a premium for the knowledge and hope the person sticks around. Is there a third way? Do we always need to operate in binaries? Well, truth be told, you need a balance. You can't run a business on behaviour alone or on technical knowledge alone. The right mix of behaviours and skills is what will make hiring successful. What do you think? #HRTransformation #OrganisationDesign #KRAs #hiring #talent #recruitment #consulting #startups

"Hey professional startup employee. How is headcount planning going?" "Amazing. We have already mapped our Q1 of 2024 and we will have more than enough resources to get us over our goal and under our budget(s)" SAID NOONE EVERRRRRR 🤬😢 The consequences of understaffed teams in Talent Acquisition are DETRIMENTAL (more mental if you catch my drift). 🤯 Here are a few aspects that make headcount planning a real uphill battle: 1️⃣ Overwhelming Workload: With fewer internal TA folks (#layoffs), the workload on each team member skyrockets. From sourcing and screening candidates to managing interviews and negotiations, the sheer volume of tasks can become overwhelming. 2️⃣ Extended Time-to-Hire: Understaffing often results in a prolonged recruitment cycle. The time required to fill positions increases, leading to constant delays in project timelines and affecting overall team productivity. 3️⃣ Quality of Hire: Rushed processes may compromise the quality of hires. Limited time and resources can force recruiters and hiring managers to make decisions without conducting thorough assessments. Just get a butt in the seat! 🍑 4️⃣ Burnout and Attrition: The pressure on a short-staffed team WILL lead to burnout and increased attrition rates. A stressed workforce is an unhappy workforce. So, what can be done to alleviate the challenges of headcount planning in understaffed Talent Acquisition teams? Here are a few suggestions: 1️⃣ Team 2️⃣ Up 3️⃣ With 4️⃣ HireGrow Imagine a world where you simply do not have to worry about 🌎#candidateexperience #headcount & #operationalexcellence #TalentAcquisition #RecruitmentChallenges #HeadcountPlanning #HRStruggles #WorkforceManagement

Sourcing and Recruiting roles. 1️⃣ It doesn't work for startups 2️⃣ It doesn't work for small businesses 3️⃣ It doesn't work for Senior and Lead positions. ✅ The same person should handle the sourcing request and the full recruiting cycle. ✅ This is the only way to ensure the efficiency and accuracy of hiring. Conclusions from 10 years of experience in Talent Acquisition. Don't waste your time and budget on unnecessary expenses 💰 #sourcing #recruiting #startups #businesses #senior #lead #engineers #hiring #talentacquisition