WUNDERTALENT’s Post

☝🏼 One common trend I've noticed recently in new client intake calls - they're working with agencies - but these agencies are not specialized to their niche/industry. They're wasting a lot of time ⌛ There's a huge gap in the deliverability and the quality that you will see working with an agency that 'recruits for everything'. The ROI (both financially and return on time) that comes from working with a niche agency is leaps and bounds above what you will see at a 'we can do it all' agency. 🎯 We found a sweet spot with SaaS companies, Seed - Series D funded, between 25-500 employees. We know that when a company fits this mold, we will deliver. If you're working with an agency that's just not cutting it - consider this a sign to explore some other options💡 VIBE Recruiting #recruiting #SaaS #tech

Should we build? Or buy? If you’re asking this question in your business right now, you’ve probably considered: ✅ The digital marketing & CRM needs that your business has ✅ The budget your leadership team has given you ✅ The deadline you need to migrate by (if any) ** 💡But have you thought about the team you will cultivate and the cultural impact that this decision may have on your company long-term? ** If you want to increase the quality of your talent, consider buying … here’s why. As the MarTech industry advances, we are seeing more demand in market for people with very in-depth platform-specific expertise. As someone who has worked in this space for a number of years, I can tell you most interviews I’ve landed have largely been because of one word - the platform I know and the experience I can demonstrate within it. In a market where good jobs are harder to come by, specialists are incentivised to make themselves as employable as possible - so they will likely choose positions that give them an option to broaden their SaaS platform experience with the hope of more responsibility & higher remuneration in future. Sure who you hire may move on once they’ve learned & contributed, but you’ll find yourself much more able to replace them if and when that happens. And you won’t have to spend $$ on a long onboarding because they’re already largely up-and-running. You also prevent your company from keeping people who aren’t happy with your culture/company direction anymore - because they have the freedom to be employed elsewhere more easily. This saves $$ on lowered productivity from disengagement. Let’s go high-performing teams! ** Specialists are usually also highly creative technical people, and will be loyal to MarTech stacks that they know are fun to work with and can deliver great results (we’ve got KPI’s and we want to enjoy our work!) Just as you will likely want to hire someone with a proven track-record of doing the job you’re seeking someone for, specialists will often feel more comfortable taking roles in SaaS platforms/stacks where they know at least some of the ground they’re working on. And bonus! If they come loving a platform, they’re more likely to be happy in their role and stay to help you see those outcomes you’re after. Win win 🙌🏼 ** Keep in mind, too, that what you build with a small % of your tech resource will never be as advanced with experimentation & personalisation as a SaaS platform that dedicates 100% of its resource to the same problem. If you’re asking your MarTech team to hit KPI’s with buzzwords like “machine learning”, “AI”, “multivariate testing” or similar, can they actually do it with the solution you’re proposing? KPI’s that aren’t supported by business architecture & process will more often than not create disengagement and turnover. If this is important to you, it’s important you give your team tools to do it well. #buildorbuy #martech #saas #hr

Unlock the potential of your projects with premier IT staffing solutions from Tech Talent! This video highlights how our specialized recruitment services align with the dynamic needs of the tech industry, ensuring your business stays ahead of the curve. At Tech Talent, we understand the critical role that skilled professionals play in driving innovation and efficiency. That’s why we focus on connecting you with top-tier talent tailored to your specific requirements, from software development to project management. Dive into our approach to finding the right fit for your team and learn how our commitment to excellence can become your competitive edge. Perfect for businesses looking to scale, innovate, and lead. Watch now to transform your staffing strategy with Tech Talent IT Staffing! Rajesh SagarBhanu chandar ChittojiVarshini GanoreBukka KarthikAnanya SurasheLalith Indur Bukka Karthik Rakesh Heeramalla Kalyani Gummula Sravani K Sahithya Mogalapu #StaffingIndustry #Acquisition #BusinessGrowth #Innovation #TalentAcquisition #bsales #contentmarketing #cmarketing #branding #socialmedia #strategy #leadgeneration #seo #mktg #emailmarketing #onlinemarketing #mobilemarketing #sales #dstechnologies #smallbusiness #clientsuccess #clientsatisfaction #marketingagency #startup #advertising #promotion #marketingdigital #entrepreneur #digitalmarketingagency #ecommerce #B2B #Business #Marketing

Predictions about the fractional space for 2024: 1. Fractional talent becomes the go to way to bridge the talent gap for startups and SMBs 2. Companies allocate more budget to fractional talent/freelancers to maintain talent flexibility 3. Outside experts are considered more often than trying to buy a SaaS to solve a problem. ex. we need more meetings - get a GTM consultant or a SaaS tool 4. Significantly more people want to explore fractional work as a way to make more money and gain more experience 5. There will be substantially more supply than demand, lowering rates but niche experts will still command high $$ 6. Fractional to full time will start to pick up in hiring requests (we've already received one this year) 7. Talent vetting becomes more important than ever because of 4 and 5 8. Companies get a better understanding of how to use fracitonal talent. ex. scaling with 20 random fractional SDRs is more of a Nathan Fielder idea than something that will work 9. "Fractional" as a category will become branded as higher quality talent than a "freelancer" even though they're basically the same thing 10. Most people who want to jump into fractional work will learn they are not a good fit for fractional work and can make more money with more stability at a good job. Vetting is key here. 11. Companies will leverage fractional talent more because of speed to results 12. Promotions and status at bigger companies were previously based on head count management, now it will be based on results which means fractional becomes a new tool to consider for bigger organizations

Hey connects! I got opportunities for you at Adiflow Consulting. Adiflow has been running as a consulting firm since December 2022 now. We have consulted over 55 startups and SMEs and some of our bigger projects are already in expansion phase. I will be moving to United States, and be a part of University of Rochester - Simon Business School from July 2024. And we have been preparing for a fully remote transition since January of 2024. Adiflow Consulting has a resume blind outlook to support self developed and non traditional expertise. And we would be continuing this to ensure Diversity, Equity, and Inclusion in our firm. We would be opening up to strategic partners, freelancers, and “moonlighters” to work on our projects. If you are someone with a developed expertise / or experience, or an agency with below mentioned functions, connect with me and DM me or mail your cover letter to ritwik@adiflow.com and I will make sure that your expertise is valued and your projects align with your long term goals; 1. B2B Sales (Full Cycle SDR) 2. Operations Management 3. Supply chain Management 4. Distribution channels 5. Solution Architecture 6. Business Process Mapping and Optimisation 7. Marketing Designs (B2B) 8. Startup Strategy 9. Expansion Strategy 10. Business Revival 11. Finance and Fundraising 12. GPT4 and AI experts (Multi-Agent Models and Prompt Engineering) We have standing offers for you. We are not going through the Linkedin job posting route to avoid mass applications. We will cherry pick from our network. #hiring #recruitment #partnerships

🌍 How we Expand our Global Team with Deel? 🌐 We bring together a diverse team of Advisors with varied technical backgrounds from all around the world. This diversity is our strength, enabling us to accelerate tech sales across different markets. 💼 To make it work we needed a tool to simplify the complexities of hiring talent across the globe. From compliance with local labor laws to setting up contracts. And Deel was a game-changer for us in global workforce integration. 💡 If you are, like us, juggling multiple payroll systems - try a tool consolidates global payroll processes, ensuring timely and compliant payments in over 120 currencies, all through 1 platform. Pst... And we have a special deal for your first 12 months with Deel. 🤫 🔑 Leverage our partnership with Deel to unlock a 20% saving off for your first 12 months as a new Deel client. 🔗https://lnkd.in/devvQ_gP Hope this helps you grow your team worldwide. 🚀🌏 Check out more tips on how to hire and manage global teams 👉 https://lnkd.in/drAtZ99K We are glad to have such a great partner to help us manage our Talent! 🤝 https://lnkd.in/dHyABi9Y Connect with sparksense for more insights, tips, and deals designed to elevate your business 🚀 #GlobalExpansion #Sparksense #DeelDiscount #Deel #Entrepreneurship #Talent #Startups #Teams #Hiring

The biggest driver of success in SaaS isn’t your product. It isn't your marketing. It isn't your sales process. And - you guessed it - it isn’t your approach to customer success... It’s the PEOPLE you hire and the CULTURE keeping them around. One thing has become increasingly obvious to me over the years: More important than having the shiniest product is making the right hires - especially early on! - and instilling a great company culture. People are the hardest thing to get right in this world. And when it comes to business, it only takes one bad hiring mistake to risk fracturing your company from within. ... and even once you do make the right hire? Retaining them will be equally as hard. - Competition in SaaS is more abundant by the day... - Salaries keep going up and up… - Remote work is on the rise… i.e., people are getting pulled in all kinds of different directions *and* they’re being incentivized to jump ship. Even scarier, you probably don’t have the biggest budget in your industry. ^ THAT'S why culture is so important. It keeps your "A players" around. Good luck taking your startup to the next level without a rock-solid foundation of happy and talented employees. #b2b #saas #hiring #startups #culture

Be a while since I shared some knowledge. Today I will chat on some benefits and challenges when hiring a CxO, especially for SMEs. Hiring fractional executives can offer several advantages for companies, particularly startups, small, and medium-sized enterprises (SMEs). Here are some of the key benefits: Cost-Effectiveness: Compared to full-time executives, fractional executives require a smaller financial investment. This is because they work on a part-time basis, meaning companies pay a proportional salary and avoid additional costs like benefits packages. This is especially beneficial for startups and SMEs with limited budgets. Access to Specialized Expertise: Fractional executives are often seasoned professionals with extensive experience in specific areas. Companies can leverage their expertise to address specific challenges or implement new initiatives without having to hire a full-time executive for a long-term commitment. This is particularly valuable for startups and SMEs who might lack the resources to hire full-time experts in every needed area. Scalability and Flexibility: Companies can scale their leadership needs by adjusting the number of hours a fractional executive works. This allows them to adapt to changing circumstances and growth stages without the burden of a fixed salary and benefits for a full-time position. This flexibility is crucial for startups and SMEs navigating rapid growth or fluctuating market conditions. Faster Results and Fresh Perspectives: Fractional executives often come with a "fresh set of eyes" and can provide valuable perspectives on existing strategies and operations. This can help companies identify potential roadblocks and inefficiencies, leading to faster implementation of solutions and improved results. This is especially important for startups who may benefit from an outsider's view to avoid getting stuck in established routines. Trialing an Executive Hire: Hiring a fractional executive can be seen as a trial run before committing to a full-time executive position. This allows companies to assess the individual's fit with the company culture and their effectiveness in the role before making a larger investment. This trial period can be particularly valuable for startups who may not have the resources or experience to make a permanent hiring decision right away. Overall, fractional executives offer a cost-effective way for startups and SMEs to access the expertise and leadership they need to achieve their goals without the commitment of a full-time position. While not a one-size-fits-all solution, their flexibility and specialized skills can be a valuable asset for companies looking to navigate the challenges and opportunities of growth. For further information, reach out to me directly @: cxo@4cloverdigital.net

Looking to branch out and start your own recruitment business? You will likely have a strong foundation in the recruitment piece. However, a whole new world of skills is needed to become a successful business owner. Business Fundamentals: ✅ Business Planning & Strategy: This involves crafting a roadmap for your business, including defining a niche, target market, marketing strategy, and financial projections. ✅ Legal & Regulatory Requirements: Understanding business registration, setup and any other legal obligations specific to recruitment agencies - contracts etc. ✅ Financial Management: Learning basic accounting principles, bookkeeping, and financial analysis to manage cash flow, budgeting, and profitability. Building the Business: ✅ Marketing & Sales: Attracting clients, developing sales strategies, and building a strong brand presence. ✅ Technology: Understanding applicant tracking systems (ATS), CRM software, and other tools to streamline recruitment processes, and day-to-day activities. ✅ Building and Managing a Team: If you are looking to scale, knowledge of HR practices, employee contracts, team management, and delegation is crucial. Additionally: ✅ Compliance and Best Practices: Staying up-to-date on industry regulations and best practices for ethical recruitment. ✅ Building a Strong Network: Connecting with potential clients, other recruiters, and industry professionals for referrals and collaboration. If you are interested in learning more about the areas above, send me a message. If you want to discuss your business ideas with me and how the RecruitHub model works, feel free to schedule a time in my diary (link in comments). #Recruitment #BuildingABusiness #StartUps #Entrepreneurship

Why is procurement and supply chain professionals missing within the gig economy? Why would procurement and supply chain professionals not be able to side-gig and get more confidence by supporting other peers. Here’s is what Forbes newest articles by Jon Younger PhD about side-gig, and that’s is why NatQuest is here to make it happen for procurement and supply chain through our platform SCM Genius Network. “Within the professional workforce in the US workforce, millions of employees have a side-gig; they are balancing fulltime employment with a side-gig: a small business, hobby earning income, startup, investor, franchise owner, or side practice in their profession. From a developmental perspective, side-gigs are transformational: Employees gain confidence and competence as budding entrepreneurs. Side-gigs teach people to plan, prioritize, pivot when strategies stop working, manage cash and expenses, and measure performance relentlessly. Side-giggers expect their employers to provide a career experience that more fully recognizes their entrepreneurial experience and competence. They want more responsibility sooner, greater choice in assignments, ongoing opportunities to grow professionally, and additional location and schedule flexibility. Call them “freelance lite” #NatQuestSCMGenius #gigworkers #procurement #supplychain https://lnkd.in/eYxENP5s