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Did you know LaunchTN has a dedicated job board? ⚡️⁠ ⁠ Our job board features roles throughout Tennessee. Browse job listings with amazing startup companies to find the perfect fit for you. ⁠ ⁠ New roles are added regularly, so you'll want to keep this page bookmarked.💡⁠ ⁠ Learn more here: https://launchtn.org/jobs/ ⁠ #launchtn #tnjobs #jobboards #startuproles

"The role that I wanted to play was the Swiss Army Knife." "Let me figure out anything and everything that's going to be valuable to the people writing code." "If there was an opportunity for me to help someone get a job done internally I would take that opportunity." When you join an early startup team as a non-technical hire, your job is to make everyone else's life easier. The more skill and experience you can bring to the table, the better. But, energy and effort to "just figure it out" can trump experience. Harley Finkelstein's advice for all non-technical early-stage startup hires: ** Enjoy this? Follow Kyle Thomas for more!

Ever considered using fractional talent to build your team? If so, TalentFund would love to learn about how you leverage the power of fractional talent to grow your business better and faster. Also, check them out at tlnt.fund Cc: TalentFund Nadia Pulcova

Q: What daring strategy involves acquiring a startup not just for its product, but primarily for its innovative team? How can it supercharge a company's capabilities? A: Acqui-hiring Acqui-hiring is like a talent gold rush. It’s a strategic play where you don’t just gain a new product line, but a whole team of top-tier innovators, supercharging your company’s capabilities overnight.

The tech industry is facing a new reality. As Gergely Orosz points out, we're seeing: - Less VC funding - Fewer IPOs - Big tech having record profits but still laying off - A tougher job market What's behind these changes? Primarily, the shift from a near-zero interest rate environment to higher rates. This affects everything from startup funding to hiring practices. Are you feeling these changes in your corner of the tech world? How are you adapting? #TechIndustry #VCFunding #JobMarket Based on talk "The software engineering industry in 2024: what changed in 2 years, why, and what is next"

A few years ago, some of my friends were asked to drop out of college to join Ramp full-time. There are stories of folks becoming tech leads 2-3 years out of school. There's a lot both early and growth stage startups can learn from how Ramp approached hiring in the early days, so we wrote about it. 1. Hire for Slope, not Y-intercept. If you are a startup, you don’t know how things will change just tomorrow, so what’s the point of over-indexing on existing knowledge/expertise? 2. Only the best get to interview. The Ramp team puts a big emphasis on making sure only the highest performers in the org interview potential candidates. 3. Double down on top-performing teams. Making sure new hires join top-performing teams is a great way to set them up for success. 4. Bringing on a player coach vs. just a coach. For their size, Ramp doesn’t have too many managers Read the full article here: https://lnkd.in/gMVNhJVv

Initiative - the golden ticket. I hired David (not his real name) because of his initiative. He had ~zero coding experience but he did have self confidence, drive, and a willingness to demonstrate it. He did amazing work with that team, and went on to do more amazing work, help millions, and launch two VC backed startups. David had initiative. When I'm hiring, initiative is at the top of the list of attributes I want to hear about. It's more important than skills or experience (read that twice). People with initiative learn fast, produce in volume, and get promoted easily. People with initiative are looking around for ways to learn, help, and ultimately get better at their craft. They do it in very small ways (no job to small) and those small efforts pile up to big impact (and those promotions). As leaders, our job is to create spaces and opportunities for our teammates to practice initiative, gain confidence, and see the results of their efforts. They won't be successful if they are stuck waiting for us to tell them every little thing they need to do. More to come on this mental model. #40pb #humanresources

Lean teams are here to stay 🙅🏼♂️ But here's why this is a good thing for startups overall: 1️⃣ Less reliance on investment capital encourages founders to build truly scalable businesses capable of profitable growth. 2️⃣ Founders can focus more on their proximity to customers rather than managing large teams. 3️⃣ Talented operators are back on the market looking for new opportunities or building their startups. The data below from Carta shows the decline in startup headcount growth over the last twelve months. Here's how to read the graph: 👉🏼 The lines indicate the number of employees by category that moved each month. The black line is for new hires, the orange line is for layoffs, and the blue is for voluntary departures (employees who left their jobs by choice).   👉🏼 The bars show the net difference between the black line (hiring) and orange+blue lines (overall departures). This gives us a sense of the total increase or decrease in headcount across startups that month. As startups continue to operate with leaner teams focusing on profitable growth, we'll see more structured and measured investment rounds being completed. #founders #startup #business #hiring

Lesson Learned: Hire Ahead to Win the Game As most startups and small companies do, I used to wait until the eleventh hour to hire, and it often led to hiring the wrong talent (in desperation) and timelines taking a hit. But here's the scoop: I've learned that forecasting future hiring needs and hiring in advance is a game-changer. By building relationships early, starting the hiring process ahead of time, and investing in training, we at DigiCrackers have reduced stress and improved results. Investing in tomorrow's talent today not only helps us win the game but also ensures we're always playing on our terms. #hiring #recruitment #hiringtips #talentacquisition

What a way to start the new year and hopefully the first of many more at Tenable! It’s brilliant to have support from leaders in the cyber security space to enable a clear pathway for our students to upskill and break into the tech industry. Hopefully more to come with this partnership in 2024! #education #sales #digitalskills #earlycareers #saas #revenue #dei