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As a master organizer and connector of people, I thrive on creating structure, connecting…
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Vertex Ventures US
From Domenic Perri's introduction to this week's Vertex Angles newsletter (you can subscribe here: https://lnkd.in/gsS3_WPh): "As you may expect, startups and their leaders tend to focus very much on speed: Building a product, achieving product-market fit, ramping up sales and marketing, and bringing on as many customers as they can, as quickly as they can. Generally speaking, this is as it should be, given that a startup’s greatest business advantage is its agility. All of that said, I’ve increasingly come to believe that this kind of velocity isn’t enough. In my capacity leading Vertex’s platform, I get to coach startups through the business development process from their earliest days. And what I see is that those startups that really take off are the ones that take the time to make plenty of friends and partners in their respective markets. It’s a delicate balance. The Microsofts, Amazon Web Services’, and Salesforces of the world generally only take notice of the hottest and most innovative startups. Yet, getting their attention, and making sure your company and product is up to their bar for quality can be a distraction. But the payoff is worth the headaches, in my experience. Building a relationship with those major tech companies can open a lot of doors for a budding startup, from brand-building exercises like speaking at their customer events or appearing on their in-house podcasts, all the way up to formal product partnerships, reselling, or co-marketing opportunities. It’s important to remember that this kind of relationship-building can be a long game – a simple coffee meeting today can lead to an impactful partnership next year. We’ve even seen those partnerships turn into acquisitions down the line. In terms of actually making an impression on a would-be partner, it falls on founders to think beyond their own product and market. Consider instead what I’d call the “better together” story, showing how your team-up would result in a better product experience, happier customers, competitive differentiation, and more revenue for both parties. All of that takes time and focus, which are the two most valuable currencies in the world to any founder. But, to put a really fine point on it: If you don’t put in the work and build those relationships and partnerships, your competition absolutely will." #startups #startupadvice #partnerships #venturecapital You can read more and subscribe here: https://lnkd.in/gUMEgCsM
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TalentLMS
Did you know that 21% of employees never revisit their annual goals? And that 10% never get any feedback? 🤔 With the mid-year performance reviews being underway, Marialena Kanaki offers some performance management best practices in our latest blog post 👇 https://lnkd.in/d6i-RFyK
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Gabe Mendelsohn
After working on automation with hundreds of agencies- here are my 3 biggest takeaways to get results: 1) Put yourself in the shoes of your candidates. A lot of time to recruiters the opportunities are no-brainers. Better pay, better company, more PTO…. Yet there’s a lot to be said regarding the comfort of staying put, or unwillingness to relocate etc. So what would a low friction outreach sound like using automation? “Hi [candidate’s name]- I’ve been keeping tabs since last time we spoke and see you’ve recently been promoted- first of all congrats! Naturally after getting promoted new opportunities with pay bumps come up- I actually have a few relevant ones right now in your area, would anything prevent you from checking some out? 2) Don’t waste a touch-point on a message with NO upfront value to the candidate. Asking for a favor from them- please updated your CV, please give me consent for GDPR purposes to keep you in our database, etc.- is pointless without providing an interest-pique upfront. For example, make sure you know beforehand that you have a relevant opportunity for each candidate that you’re reaching out to so that you aren’t asking them to update their CV because you “might” have something to offer them. 3) None of this is effective, and you will get no results, if the data in your ATS isn’t up to date. If you’re a small niche agency with a manageable amount of candidates to keep updated CVs at any given time- make sure your recruiters are constantly updating the profiles. If you’re a larger agency and can’t possibly do so manually yourself- consider having a data provider like Woo update all your thousands or even millions of candidate CVs constantly. Without the updated CVs- it’ll be impossible to make sure you’re reaching out with a CURRENT relevant opportunity and you’ll burn candidates asking to be removed along the way. Want to learn how your personal agency according to your personal sector can get the quickest possible positive responses from your automation? Send me a DM and I’d be happy to share some success stories that you can replicate. Otherwise some of the biggest thought leaders I’ve spoke with regarding automation include: Billy Davis , and Hamish Annan - I highly reccomend following their content.
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Onward Search
You don't need to add headcount to access talent. Check out our latest blog post for the alternative "quiet hiring" strategies that top companies use to cut overhead costs and hit growth goals. https://lnkd.in/eVavfAg3 #QuietHiring #HiringHacks #CostSavings #ContingentWorkforce
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