start up to scale-up - 10 steps to recruiting for success - julian kulkarni - @morganmckinley
Post on 09-Feb-2017
130 Views
Preview:
TRANSCRIPT
Julian Kulkarni | CMO
Brit living in DublinInternational/EntrepreneurialStart-ups, Scale-ups, TransformationsRaised over €30M..and have 3 daughters Boating
Currently: CMO: Morgan McKinley | Ireland
Previously:• CMO and founding team
Easyfairs | Belgium
• Head of European Marketing: FreeMarkets (Ariba, SAP) | Belgium
• Co-founder & CMO: Job Partners (Taleo, Oracle) | UK
• European Marketing Manager: Business Solutions | SAS Institute | Germany
• Get through start-up phase
• New skill sets
• Architects > builders
• Add headcount with care
• Recruit people who are the right cultural fit
[photo: toddler learning to walk]
• Conserve cash and spend wisely
• Be aware that communication will become an issue
• Migrations need a lot of thought
• Be very careful on who you bring into the company
• Personal chemistry matters
• Consider the alternatives to FTE hiring: temp agencies, part-time work, outsourcing, freelances. Be flexible, maybe a short-term contract or trial period
• Look at who the competition is hiring
• Identify people with the right personality set for a small enterprise. Exposure to a big company environment may be a bad thing
[photo: punk teenager]
• Be keenly aware of the external market environment
• Be open to consider new markets, target audiences
• Question everything about your operating model
• Accept that staff churn will happen and plan for it
• Leapfrog past bigger competitors or beat them through strategic partnerships
• Re-examine your business processes as you grow
• Define the position precisely and set the right expectations. Avoid vague generalisations and management -speak
• You might try your network first. If that doesn’t work, get professional advice from a recruitment consultancy
• Be clear about the role. Don’t oversell
• When interviewing, use your own experience as an entrepreneur
• Get solid advice on locations
• Find the right partner[s]
• Select the right talent (relocation and local)
• Global / local / glocal
• Risk analysis is key
• Might take several attempts
• Think carefully about what functions you can keep central, and what skills you will need locally
• Recruit people with a good local network, potentially already well placed to recruit a team, and who can add value
• Check their track record and references
[photo: Julian ?]
• Remember to onboard new employees, maybe with a “buddy” system
• Take your time – and if you don’t have time, rely on a professional recruiter
• “Always be hiring” – because it is a slow process, you need to stay one jump ahead
• Even mature companies have to think and act like start-ups and scale-ups now and again
• You only have a brief opportunity to pause, take stock and redefine your business
• Otherwise, if you are not scaling up you are scaling down, like it or not
• Not everyone will accept the new approach
• Hire well
• Fire well
• Hire great managers early
• Outsource
• Take time, take stock
• Identify your market strengths and focus
• Communicate effectively, internally and externally
• Work with experts
• Set regular milestones
• Don’t try to beat bigger, better resourced competitors head-on
• Don’t give up!
KEEP IN TOUCH!
@juliankulkarni #morganmckinley jkulkarni@morganmckinley.com
top related