How to beat the big guns when hiring leadership for your startup
Most startups are powered by their founder’s passion and drive, with support from a few partners and some internal resources. But there comes a time when the founder and/or CEO can no longer be involved in every part of the business and must expand their team and hire for specific skills in order to grow.
For any company to reach its full potential, it needs to have the best talent available. But in a growth economy, the competition for talent becomes even tougher. More than $1 billion in venture capital was invested across 105 deals in the first quarter of 2018, which means that in addition to companies that have been actively recruiting, 105 additional businesses now have the funding in place to grow their teams.
Here are a number of actions entrepreneurs can take to win the war for leadership talent.
Approach recruitment as a business strategy
Without the right people in place, you cannot deliver results in any
area of your business. For this reason, recruitment must be approached as a business strategy.
As finding and engaging top candidates can be a struggle, consider why any sought-after candidate should invest their time, talent and career capital in your organization – a company they may not have heard of. In my experience, recruiting for more than 3,000 North American companies, most B2B brands are largely unknown to the public. Great leadership talent often overlooks opportunities in unknown organizations, so consider what you can do to elevate your brand and compete with more well-known employers.
Next, determine who you need to hire – what kind of leadership and skills will fuel your growth? Evaluate job candidates based on how much actual building they have done, whether teams or new revenue streams. Look for a proven ability to deliver results.