Westbound Equity Partners’ Post

The "Aha!" moment in hiring. Most businesses know: - What they do - What they want to achieve - How they plan to execute But when it comes to hiring, they're clueless. Why do I feel this way? It's because they focus on: - Job profile - Skills - Experience If you focus on hiring a person who is a culture fit for your company, you'll get better results. That's the key to hiring top talent. Skills and experience can be developed but their mindset and attitude cannot. The next time you're hiring, ask yourself: - Do they fit into your company culture? - Are they a "team-player"? - Do they have a willingness to learn? If the answer to all three is "yes", then you've found your perfect candidate.

Are you a hiring manager? Want to get connected to warm leads for your open positions? Take the guesswork out of your hiring process. Hire connections of people you know and trust...quickly! DM me if you want a personal tour. Otherwise head to www.bountiful.us #recruiting #hiringmanagers #bountiful #chro #talentacquisition

Never lower your standards when hiring — even if you are 5 months behind in filling the position. Hiring the wrong person costs more than adding an additional 3-4 months to find the profile that matches. A mishire can set you back a year easily and potentially impact the team. #hiring #team

I often wish our clients would speed up the hiring process? Imagine this: You’ve found the perfect candidate—someone who can juggle flaming swords while solving complex algorithms, all while making the perfect cup of coffee. But then, the hiring process hits the brakes like a sudden traffic jam on a Friday afternoon. 🚦 Here’s why we all need to keep up the pace Top Talent = Hotcakes In the current job market, candidates willing to make a move, disappear faster than we think. Slow and Steady Doesn’t Win This Race While patience is a virtue, in hiring, it’s a deal-breaker. Communication is Everything: The only thing worse than a delayed response is no response. Candidate Experience: Candidates talk. A swift, efficient process not only secures top talent but also enhances your reputation as a great place to work. What’s the most creative excuse you’ve heard for a delayed hiring decision? #Recruitment #HiringSpeed #TalentAcquisition #FastTrackHiring #TechAxis

Hiring people is a privilege for everyone involved. "That's it?! That's the post?!?!!" Children, that is basically EVERY post I make, just with a different meme attached. #hiring #recruiting #talentacquisition #candidates #hiringmanagers #recruiters

Before engaging an EOR, you should consider your business needs. Are you contemplating the idea of tapping into the APAC talent pool? Do you find yourself facing the complexities of hiring international talent? Look no further, an Employer of Record (EOR) might be the game-changer partnership you've been searching for to help ensure a successful expansion. Learn more: https://lnkd.in/enrPjBbz #EOR #Innovare #GlobalExpansion #APACExpansion #hiring #employerofrecord

I never applied for jobs. I don't know how a great corporate looks like but we envision to build one. The only company I have worked for is the one we are building. The idea is to build a place that I'd want to join. A place where I don't feel Monday blues, and Friday shouldn't be the only happy day! Here's how we've shaped Growthic, A place that I'd love to work at: ▶️ Challenge yourself continuously. ▶️ Value passion and determination. ▶️ Strive for operational excellence. ▶️ Maintain humility and respect. ▶️ Go above and beyond. ▶️ Encourage risk-taking. ▶️ Foster a fun culture. This is one thing which remains a priority for everyone here, doesn't matter what role or background you come from! :) P.S. We're hiring for creative roles, write at [email protected]

Just like you have a user acquisition funnel, you need a talent acquisition funnel. Even top brands struggle to hire in this industry. Good talent is scarce… Professionalism is almost non-existent in this industry. Yet people ask me how I managed to build a team of all-star players. We did this by always being on the lookout and building put a talent pipeline. We have an application page that’s been open on Unfungible for over 6 months on positions we’re regularly hiring in. Over 800 people have so far applied. I’m regularly scouting on that list and having conversations with people, even if the role does not immediately need filling. That way when immediacy happens, we’ll be ready to move fast and scale quickly without breaking the machine.

Revisiting a goldmine of insights! Excited to reshare this valuable blog post – because some lessons are timeless. #Repost #KnowledgeSharing #EvergreenContent