What are the best practices for hiring and retaining talent in a hyper-growth phase?

Simple 5 hooks should help you - 1. Define the ideal job role in details 2. Hire people with passion, hustle and attitude 3. Hire people on what they CAN possibly do 4. Give them a live project and test delivery efficacy 5. Train them well, Train them excellent

As part of your hiring strategy begin to think about how you are going to grow your staff and keep them engaged throughout the growth phase of the Company. This is key as you don’t want them to find another role just as soon as you have got them acclimated and thriving in the role.

Before initiating the hiring process, startups must establish a comprehensive hiring strategy aligned with business objectives, values, and culture. This involves creating detailed job descriptions for each role, incorporating responsibilities, expectations, and qualifications. The hiring process should be consistent, fair, and efficient, engaging multiple stakeholders and incorporating feedback loops. Objective, measurable hiring criteria reflecting cultural fit and diversity goals should be defined. Additionally, a realistic and flexible hiring budget, aligned with growth projections and cash flow, is essential for sustainable talent acquisition that supports the startup's long-term success.

First of all you need to define some points: - Role - Job Description - About the company - Highlights for the position - Must have to the position Talk internaly if will be a internal position, about the role, scope, culture, responsabilities, expectations, qualifications. If possible benefits.

Be very mindful of assessments. Many of them have a bias and can eliminate candidates that could be perfect for your role and company. If you want to assess give them a case study or assignment to see how they think and problem solve. That is going to see how they manage real situations that apply to your business and the role.

Optimizing the hiring funnel is crucial for attracting and selecting top talent. Start by utilizing your network, referrals, and online platforms to source potential candidates. Develop a compelling employer brand that communicates your mission, vision, culture, and benefits. Ensure a positive candidate experience marked by responsiveness, respect, and transparency. Employ a mix of assessments, interviews, and reference checks to thoroughly evaluate candidates' skills. Finally, extend timely and competitive offers that align with market value and candidate expectations, enhancing the likelihood of securing the best talent for your startup.

Empower employees with autonomy and trust (hire the best and let them do their best), no micro-managing. Be flexible and adaptable (we rotate people so they can become well rounded). Continuously invest in your people through professional development, mentorship, guest speakers and build a high-performing, culturally aligned team. Design an exceptional candidate experience - responsive, transparent communication throughout the process. A fast no is always appreciated than dragging out the process. Move quickly with competitive offers. Initial hires often refer like-minded friends, organically expanding your talent pool so you dont have to spend on recruiters.

Streamline your hiring process to attract top talent efficiently. Use applicant tracking systems (ATS) to manage resumes and applications. Implement structured interviews and standardized assessments to evaluate candidates fairly. Enhance your employer brand through engaging job postings and an appealing company culture

My number 1 tip: Be easy to do business with. Make it simple to apply to open positions. Provide information and respond to them promptly. These principles apply to your employer brand just as strongly as they apply to your consumer brand. ?? to support ??

The first week is essential as new team members are so excited yet also anxious in the first week and even first 90 days as everyone wants to contribute and feel they are adding value and are heard and seen. Those companies that make onboarding fun and warm and integrate support through this early days and weeks and even months will set new team members up for success.

Investing in onboarding and training is critical for building a high-performing team. Develop a personalized onboarding plan covering orientation, policies, tools, and expectations to integrate new hires effectively. Provide ongoing training opportunities for skill development and career growth. Cultivate a learning culture that promotes knowledge sharing, peer support, and cross-functional communication. This investment ensures not only initial integration but also continuous growth and productivity, contributing to the long-term success of your startup team.

Onboarding is key as first impressions are everything especially for strategic talent. Creating an experience that allows them to understand the rules of the company and key players and how they influence strategically is going to be key to get them really in tuned and aligned.

Remember that onboarding needs to be a combination of Technical Onboarding (e.g. policies, tools, contract signing) and Social Onboarding where you help the new hire establish their relationship connections in your organisation. (Read Rob Cross's ideas on Connected Commons about why a strong network is crucial for accelerating individual and organisational effectiveness.) Save yourself time and money by choosing psychometric assessments in the recruiting stage which can also be used for development. If you've consistently used psychometrics when hiring you will already have information on the team and hiring manager to tailor the onboarding process to help embed the new hire most effectively. And help the team to welcome them.

Most new people decide to stay or leave during the first 90 days. Strong personalized onboarding which includes expectations and your startup's culture/values is crucial. Quickly ramps new hires, integrates them, and sets the tone. We like to invest in continuous training and professional development so new hires feel valued. We provide opportunities to learn competencies for career growth and we had a mentor to be a guide. Cross-functional exposure builds institutional knowledge and people feel valued. Ongoing development demonstrates commitment to employee growth, leading to higher engagement, productivity, and longer retention.

Keep your top performers happy and engaged with a supportive and rewarding work environment. Recognize achievements, offer competitive compensation, and provide opportunities for career advancement. Foster a culture of feedback and open communication. Create a sense of belonging and purpose by aligning individual goals with the company’s mission. It’s like tending to a thriving garden—nurture your team, and they’ll flourish, driving your company’s growth forward.

Honeymoons inevitably end. We intentionally retain and motivate our folks. We provide feedback acknowledging achievements, strengths and growth areas. We also respect the work-life balance and are mindful of people's space. Our recommendations: foster a culture of trust, autonomy and accountability - empower employees to make decisions, take risks and learn from mistakes without fear. Connect them to your mission through a strong sense of purpose and impact. I've learned that true leadership means maximizing people's discretionary efforts. Tap into that deeper purpose, not just dangling carrots. Create a positive, supportive environment where employees feel valued, empowered and invested in your collective success.

Don’t keep your employees in a box - let them experiment. If that means jumping in on a project, let them. If it means them trying to be creative in a new way, let them. Open and expand the barriers - you don’t get an omelette without breaking a few eggs.

Remote work and the rise of messaging platforms like Slack have made it challenging for managers to identify employees who contribute real value. Organizational Network Analysis (ONA) offers a modern approach to performance management. ONA tools and platforms use simple principles such as asking employees: 1. Who do they turn to when they are problem-solving or are in need of guidance? 2. Who do they find seeks support from them? The first question reveals hidden gems within the organization, enabling leaders to acknowledge them as valuable or top talent. The second question highlights those in need of support and areas where targeted development planning can be beneficial. ??to support ??

I've seen that retaining and motivating talent goes beyond just hiring. It's about creating a supportive culture. Building a positive work environment with regular feedback, competitive pay, and work-life balance is crucial. I t's important because it enhances employee satisfaction and loyalty. Foster trust and purpose to connect your team to your mission. This approach not only retains talent but also drives your startup's growth and success.