Attracting Skilled Talent

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

Top talent will NEVER join a company with a mediocre recruiting process. They assume the rest of your company matches that experience. Yet most leaders treat their recruiters like transactional rubber stampers — then wonder why they can't hire A-players. The reality: how you treat your recruiters gets reflected in your recruiting process. Treat them like cogs in a machine? That's EXACTLY how they'll treat your candidates. Here are 8 ways treating recruiters as strategic partners transforms your hiring: 1. Give them a seat at leadership meetings A biz recruiter pitched "we need an implementation specialist" for months. Candidates weren’t biting. Then she learned this hire would unlock a $2M contract. Changed her pitch to "we need this role to hit Q3 revenue." Filled in 2 weeks. 2. Make recruiting metrics visible company-wide When engineering managers check recruiting dashboards daily, magic happens. One team went from "where's my hire?" to "I see 3 strong candidates entering final rounds." Transparency turns recruiting from blame game to team sport. 3. Let them push back on unrealistic demands A recruiter shared w/ me why she quit her last role: "I was tired of smiling when they wanted senior engineers for junior salaries." Smart companies empower recruiters to say, "that's unrealistic." The rest lose their best recruiters. 4. Include them in offer strategy, not delivery Watched a startup land their dream candidate in 48 hours — beating higher cash offers — because their recruiter could negotiate on the spot. Most make recruiters deliver pre-baked offers like pizza. 5. Invest in their tools like engineering Teams tracking candidates in Google Sheets wonder why they can't compete. Companies investing in real recruiting tools see 4x productivity gains. Your engineers get the latest MacBooks. Why make recruiters work in spreadsheets? 6. Give them time to build relationships One Gem customer filled 70% of roles in 3 weeks. How? They maintained relationships with past candidates for YEARS. Most measure recruiters on this month’s roles they need to fill. So they spam everyone and start from zero next quarter. 7. Empower them with data "Trust me, the market's tough" doesn't move executives. "Your salary range is 25th percentile — here's the data" does. Give recruiters access to data and industry benchmarks. Watch them become business partners overnight. 8. Celebrate their wins like revenue That top 1% engineer who chose you over FAANG only happened thanks to your recruiter — celebrate them like AEs winning deals. Ring the gong. Most companies only notice recruiters when hiring stops. TAKEAWAY In this market — 2.7x more applications, 90% unqualified — the difference isn't headcount. It's whether you treat recruiters as strategic partners or paper pushers. Your recruiters are interviewing for new jobs right now. Still think they're just order-takers?

🇩🇪 #Germany doesn’t only have an unemployment crisis. We also have a #talent crisis. When the head of the Bundesagentur für Arbeit, Andrea Nahles, says the skilled labor shortage is a more serious long-term risk than unemployment, we should listen. Demographics are not on our side. The workforce is shrinking. Global competition for talent is accelerating. And while countries like Canada, Australia, the UK and the US actively compete for the brightest minds — Germany is still debating. Here is the reality: 🎓 International students are Germany’s most strategic talent pool. Why? ✔ They are educated in our system ✔ They understand our culture and business environment ✔ They build social and professional networks here ✔ They contribute significantly more in taxes and social security over their lifetime than their education costs From an economic perspective, they are not a cost. They are one of the highest-ROI investments Germany can make. But recruiting them is not enough. If we want to win the global race for talent, we must: → Make the transition from study to work frictionless → Strengthen career pathways into SMEs (backbone of our economy) and industry → Invest in integration, language, and belonging → Send a clear message: You are wanted here. Because here’s the truth: The countries that integrate international graduates best will dominate the next decades economically. Germany has the universities. Germany has the companies. Germany has the quality of life. Now we need the mindset shift. International students are not guests. They are future colleagues, founders, taxpayers — and part of Germany’s economic future. The global competition for talent is real. And it’s already underway. #StudyinGermany #HigherEd #IntlEd

Here are the 4 strategies I've used to help startups compete for top talent — without relying on bigger salaries. There’s a common reality for startups. Larger, profitable organisations can typically offer higher salaries, better perks, and more stability than you can. So, what do you do? You beat them at the things they can’t replicate as easily — things that resonate deeply with the kind of talent drawn to startups: 💪 Don't win at pay. Win at pay practices. Transparency is a low bar but still rare, especially among large orgs scared to implement. Younger, startup-oriented talent increasingly values clarity over ambiguity. Share your salary bands, be upfront about pay progression, and make equity meaningful. 🎯 Double down on mission Why does your company exist? People want to solve meaningful problems and have a meaningful impact on your mission. Whatever your company tackling, make it central to your pitch. Driven talent will follow. 🪜 Highlight development opportunities Startups are boot camps for growth. They’re fast-paced, challenging, and expose employees to a variety of experiences. Frame this as a selling point for ambitious learners looking to level up quickly. 🍕 Focus on Ownership Make employees feel like true owners. Equity can be powerful, but only if it’s worth something. Communicate its value clearly and tie it to the company’s success. Big companies can offer comfort, but startups offer something unique: purpose, growth, and a chance to create something extraordinary. What’s your best advice for startups competing for top talent?

The Next Generation of Millionaires Won’t Just Be in Tech, They’ll Be in the Trades When we picture the #AI revolution, most of us imagine coders, data scientists, and tech founders. But here’s the real story: the world’s next big wealth wave may come from electricians, plumbers, and carpenters, the people literally building the AI era. As tech giants expand data centers across the U.S., Europe, Asia, and beyond, one thing has become clear, we don’t just need chips and algorithms. We need hands. Skilled hands. A recent report from the Center for Strategic and International Studies (CSIS) found that building the global AI infrastructure will require hundreds of thousands of additional skilled-trade workers from electricians and HVAC technicians to welders and pipe-fitters. Even Nvidia’s CEO, Jensen Huang, recently said: “The job that will win the AI race isn’t in tech - it’s the electrician.” Think about that. The next generation of millionaires won’t all come from Silicon Valley. Many will come from trade schools, workshops, and apprenticeships around the world. Here’s why: 1) Massive global demand Every AI data center, solar farm, and EV factory needs skilled trades to be built and maintained. 2) High earning potential In many regions, experienced electricians and plumbers already earn six-figure incomes 3) Resilience While automation replaces some jobs, skilled trades remain human at their core. So to every young person, especially Gen Z: If you’re curious, motivated, and want a meaningful career, consider a trade. It’s not “less than” tech. It is tech, just the part that makes everything possible. The future of technology depends not only on coders, but on the craftsmen and craftswomen who wire, weld, and build its foundations. The world doesn’t just need more AI. It needs more builders. Electricians. Plumbers. Carpenters. Welders. They’re not just supporting the digital future, they’re creating it. The next generation of millionaires will carry toolbelts as proudly as laptops. The future of tech is being built - literally - by skilled hands everywhere. #FutureOfWork #SkilledTrades #AIInfrastructure #GenZCareers #Electricians #Plumbers #Carpenters #TechAndTrades #CareerGrowth #GlobalWorkforce #BuildTheFuture

In 2021, I was diagnosed with ADHD. No surprise. Mental health differences run in my family. So, when I talk about workplace culture, leadership, and their impact on mental health, it’s not just from managing 80+ people. It’s personal. My brain works differently, and I've had to find my own way of getting results. But leaders, you don’t need ADHD or dyslexia to want to support those who do. Great workplaces don’t just tolerate neurodivergent talent, they create spaces where everyone thrives. Here’s how: 1️⃣ Fix your hiring process. Rigid interviews and generic assessments filter out neurodiverse talent. Try work trials, skills-based tasks, or flexible interviews. You’ll uncover hidden potential. 2️⃣ Overcommunication is never a bad thing. Vague instructions = confusion = wasted time. Be specific. Break down tasks. Set clear priorities. It’s simple but it works! 3️⃣ Design for focus, not distraction. Loud open offices? Harsh lighting? Sensory overload kills productivity. Offer quiet spaces, noise-canceling options, and adjustable lighting. Or go hybrid. 4️⃣ Provide support and mentorship. Hiring neurodivergent talent isn’t enough. Set them up to succeed. Mentors, advocates, and tailored support systems make all the difference. 5️⃣ Lead with inclusion, not just awareness. Hire diverse leaders. Normalise different ways of working. Inclusion isn’t a checkbox. It’s a culture. And great leadership isn’t about hiring people who think like you. It’s about building an environment where different thinkers thrive. For the exact strategies and occasional stories on my hiring failures and wins subscribe to my newsletter, CheatCodes: https://lnkd.in/e96t-RkW

The unique thing about making world-class GTM hires: You’re not competing with other employers – their “Plan A” is to start their own companies. The founders who consistently hire exceptional leaders understand this. They are not threatened by people who are smarter than them. Instead, they actively seek them out. They understand that if they’re the smartest person in the room, they’re doomed. The contrast is stark: most companies view employees in transparently patronising ways. They create elaborate systems of approvals, monitoring, and "accountability" that signal deep distrust. Top GTM talent can smell this a mile away. They're not looking for ping pong tables or beer taps. They want: 1. The autonomy to solve problems their way 2. Clear outcomes, not micromanaged processes 3. Transparency about company challenges 4. The authority to make meaningful decisions 5. To be held accountable for results, not activities These aren't perks—they're the basic respect adults deserve. Next time you're struggling to hire that VP of Marketing or Head of Growth, ask yourself: "Am I looking for an adult I can learn from, or someone I can control?" Your answer reveals more than any interview question could.

Early Stage founder: “We need help NOW but can't afford full-time hires." Finding and managing the right freelancers is a common challenge at that stage. But after helping 50+ startups, I've identified a systematic way to de-risk it: 🎯 Start with strategy, not hiring: → Map your desired outcomes clearly → Document the specific steps needed to get there → Identify which skills are truly core vs. supportable → Leverage your network for referrals (still the best source) → If no referrals, go to platforms like Upwork and Fiverr ✅ Vet and validate: → Review portfolios and past startup work → Ask exactly how they might use LLMs in their workflow → Set crystal-clear deliverables and success metrics → Cap initial test assignments at £500 → Track which freelancers consistently deliver quality work → Document detailed feedback to improve collaboration 📈 Scale thoughtfully: → Begin with high-impact, low-product-knowledge tasks → Create repeatable processes for successful projects → Develop freelancers' understanding of your business → Focus your core team on strategic innovation → Build your trusted talent network gradually If you can't identify the right freelancers because your path to success isn't clear, a senior advisor or fractional C-level pro can help map your execution plan first. Savvy founders don't gamble on freelancers. They build clarity first, then choose the right experts. ♻️ Found this helpful? Repost to share with your network. ⚡️ Want more content like this? Hit follow Maya Moufarek.

How Companies Can Profit from Hiring International Professionals 🌍💡 In today’s competitive job market, hiring international candidates isn’t just an option—it’s a strategic advantage. Yet, many companies hesitate due to perceived risks and obstacles. So, let’s talk about why global hiring is a game-changer, what challenges exist, and how to overcome them. 💰 The Business Case: Why Hire International Talent? ✅ Fill Skill Gaps: Many industries—especially tech, healthcare, and engineering—struggle with talent shortages. International professionals bring much-needed expertise. ✅ Boost Innovation: Diverse teams drive creativity. Different perspectives lead to smarter problem-solving and better decision-making. ✅ Expand Global Markets: Multilingual employees with cultural insights help companies enter new markets and better serve international customers. ✅ Increase Adaptability: Hiring from different backgrounds fosters resilience, agility, and a more dynamic company culture. ⚠️ The Risks & Obstacles 🔹 Legal & Visa Complexities – Work permits and visa regulations can be daunting. 🔹 Language & Communication Barriers – Misunderstandings may arise in multicultural teams. 🔹 Cultural Integration Challenges – Differences in work styles and expectations can lead to friction. 🔹 Longer Onboarding Processes – International employees might need extra support to navigate bureaucracy, housing, and social integration. 🚀 How to Overcome These Challenges? 💡 Work with Immigration Experts – Partner with legal advisors or relocation agencies to simplify visa processes. 💡 Offer Language & Cultural Training – Invest in language courses and cross-cultural workshops for both local and international employees. 💡 Build a Supportive Community – Assign mentors, create expat networks, and offer relocation assistance. 💡 Create Inclusive Workplaces – Encourage open communication, celebrate cultural diversity, and foster a global mindset in leadership. 🏆 The Takeaway Hiring international talent isn’t just about filling roles—it’s about future-proofing your company. The businesses that embrace diversity, invest in integration, and remove hiring barriers will thrive in an increasingly globalized world. 🌎✨ 💬 What has your experience been with international hiring? Let’s discuss in the comments! 👇 #GlobalTalent #Hiring #DiversityAndInclusion #FutureOfWork #Recruitment

The CEO was about to cut the recruiting team in half.  Until the Head of HR changed one slide in the board deck.  Headcount was approved in 120 seconds. Leadership had already decided. Recruiting was "overhead." $18,000 per hire and 67-day cycles looked indefensible. One Director of Talent asked for five minutes before the vote. She pulled up the original deck. "Cost per hire is $18,000. Time to fill runs 67 days. Recruiting spend totals $1.2M annually." Board members saw exactly what they expected to see. To the board, it looked like pure cost. Then she pulled up a second version. "Engineering seat vacancy costs $4,200 per day in lost output. Before our team joined, average vacancy length was 94 days. Today it's 67 days. Those 27 fewer days across 48 engineering hires at $4,200 per day equals $5.4M in recovered productivity." Nobody had done that math before. "Mis-hire rate was 22% before. Currently it's 11%. Average cost of a mis-hire is $180,000. That 11% reduction across 48 hires equals 5 prevented mis-hires and $900,000 in avoided waste." Their CFO closed his laptop. "Our $1.2M recruiting spend returned $6.3M in measurable value. We achieved a 5.25x multiplier." Without hesitation, executives called for a vote. Headcount was approved in full. Eight minutes later, the meeting ended. Walking out, that Director of Talent called her HRBP. "They were going to cut us in half." "Tell me everything." "I translated recruiting metrics into business outcomes and they approved full headcount." HR has the data to prove financial impact. Most teams just report it in the wrong language. Leaders don't fund "time to fill improved." Boards fund "$5.4M in recovered productivity." Once the board saw it that way, $1.2M in recruiting spend became $6.3M in value.