Keepers

Hire vetted remote developers in 48 hours..... NOT!!! ????♂? Why would you do that?! Remember to hire slow and fire fast. Don't let anyone and their misaligned incentives tell you otherwise. With ??, Keepers.

It’s ironic how the two most underappreciated organizational functions are actually among the tipitty top most important. Marketing and HR! 1- Marketing: Often portrayed as arts and crafts, granted small and shrinking budgets, while asked to perform miracles. Marketing is what makes the cash register sing. It’s the one function that if you get right, will carry the rest of the organization on its shoulders and make up for slack everywhere else. Some people are starting to get this now, but it’s not a novel concept. Peter Drucker would say, there’s only two function; innovation and marketing. 2- HR. Any leader, take a deep look at your problems. How many of them trace back to people??? HR is can be so much more than administrative processes. Big missed opportunity here. HR needs to be reframed as People Success. This line of thought is why we created a Team Success Manager at Keepers. We mix HR and Customer Success to build incredibly high performing teams for our clients. Teams that literally had one of our clients, a seasoned CTO, scream “This is the best team I’ve ever had” in an internal meeting! Don’t sleep on HR, don’t sleep on marketing. If you’re a founder, get involved and make sure there is vision in these functions!

How did a 9-year-old kid go from selling art in NYC, sometimes in front of the Nasdaq Stock Exchange, to co-founding a tech startup acquired by a Nasdaq-listed company? Luck? Faith? Hard-work??? Life as an immigrant wasn't always easy and I guarantee you that kid would not be here telling you this story if I wasn't for the support of others in my community. And that’s the power of a cohesive community; together, we change people, generations, and eventually society’s course for the better. I could not be more proud to share that Mercedes Zhang, Christian Narvaez, Janet Escobar, Laura Garcia, and many other contributors at LaFamilia Foundation (VCFamilia / FounderFamilia), ALPFA New York, and I have organized this incredible event. I’m honored to contribute through Keepers alongside J.P. Morgan and Marsh, whose support is fundamental to making an impact as big as our dreams. RSVP and join us at this celebration! See below for the RSVP!

NYC nearly melted on Monday ????, still we had a packed house for the Diverse Innovators Happy Hour event. I had the opportunity to share some thoughts and these were my thoughts: The odds are stacked against entrepreneurs and investors. If you have a diverse background those odds are even less appealing. However, odds are for the cynics and entrepreneurship is a game for the optimists. So instead we should focus on being productive by figuring out how we can help each other. One way would be to make the event more welcoming and be the difference between someone having a terrible or incredible evening. Thank you to everyone who who attended and those that took some time to chat with Barbara R. and I. A big thank you to our friends Ashley Ryder at VamosVentures, Carson Nye at Two Ravens VC, Christine Lu Hong at Techstars NYC, Daniel Paredes at SIERRA Ventures, and Mercedes Zhang LaFamilia Foundation for organizing, promoting, and running this great event!

?? NYC founders and venture investors, come mingle with Barbara R., myself, and 200 other diverse founders, investors and supporters. Hosted by Keepers and our friends Ashley Ryder at VamosVentures , Carson Nye at Two Ravens VC, Christine Lu Hong at Techstars NYC Techstars, Daniel Paredes at SIERRA Ventures, and Mercedes Zhang at LaFamilia Foundation. Comment and I'll DM you the signup link!

?????my Brazil-based software engineer friends, who has been the best recruiter you’ve worked with? - They responded quickly and never ghosted you - Their interviews we’re fluid and productive - They provided feedback - You could tell that they care Help me share this opportunity with them by tagging them or sharing directly. Thank you ????. ???????????????? ?????Hello Brazil-based Senior Technical Recruiters! Keepers is growing we’re looking for up to three HUNGRY-FOR-CAREER-GROWTH senior technical recruiters. The role starts as freelance and part-time. Top $$$ for top talent. If there is compelling fit, the role can convert to a high-pay full-time Team Success Manager role with expanded People Partner responsibilities, industry mentorship, and equity opportunity. The best perk, though, is that you’ll work with a team that cares deeply about you and your success. Want to learn more? Let me know below or connect and DM!

When we started Keepers, I wrote down a cultural principle stating that we would deliver value and serve all our stakeholders to the degree that it took for them to spontaneously say "I love Keepers" when asked what they think of Keepers. IMO, having raging fans would be a results multiplier, in my mind, and it was important for our team to know how to do it. Then, one day about a year later, one client said it. I asked him, would you refer Keepers to your friends? and he said: "I love Keepers, so yes." I hung up and ran over to my co-founder, Barb, and told her "he said I love Keepers!" ??. Many forces were at play to manifest it, here's to hearing it 10 more times this year ????. Ps. Msot recently, the CEO said "I don't want my competitors to know about it ??" and now I wonder if I should update the cultural principle ??.

Jason M. Lemkin agrees: Offshoring can save you millions and help startup founders and teams dilute less but only if you really do it right and know how to do it. Keepers knows how and created the "Direct to Talent" model that makes it easy for US-based tech companies to do it right by building their own in-house and integrated offshore teams. P.S. Doing it right is also the only way to get and retain top talent, despite what some "top 1%" shops want you to believe.

When a dev shop takes 50% to 75% cut from compensation and hides it behind an NDA, they create siloes and severely cap the level of talent they can actually attract and retain. The model is for limited-scope and short term projects only. Never to be used for long term placement. That’s just the tip of an iceberg of misalignment and poor results. There are five more major reasons why you should consider direct-to-talent before hiring a dev shop. Would you like to know what they are? What has been your experience? Ps. Keepers makes building and supporting your own offshore LATAM team a breeze. ——— Hi ??, I’m Ed, a 3x founder talking about building startups and the NYC startup ecosystem. Follow + hit ?? to stay in the loop!