When you should bring in the heavy hitters (2017)
The article discusses the challenges founders face when considering hiring senior talent for their startups. It emphasizes the importance of having a clear vision and understanding the role's impact before making such hires. Additionally, it highlights the potential pitfalls of hiring under pressure from investors without proper preparation.
- ▪Founders often feel pressured by board members to hire senior talent without a clear understanding of the role.
- ▪Many job descriptions for senior positions in startups are poorly constructed and lack substance.
- ▪Hiring senior talent should be a strategic decision rather than a reaction to external pressure.
Opening excerpt (first ~120 words) tap to expand
When you should bring in the heavy hitters May 30, 2017 Photo by Jacob Moseholt. By Melissa Nightingale The VCs on your board are up in your shit. It’s been 6 months since they not-so-subtly suggested that you get some more senior talent around the table. At first, it was a gentle discussion about scale and the impact the people who have been there/done that can have on a growing team. Sometime around the 3 month mark, it turned into introductions and coffees that you didn’t ask for. And now, around 6 months, it’s no longer a suggestion. You can show up to the next board meeting without the role closed but it’s going to be pretty uncomfortable. “I wouldn’t take this job.” The line goes quiet. “Did I lose you?” “No, no,” he says. “I’m still here.
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Excerpt limited to ~120 words for fair-use compliance. The full article is at Raw Signal Group.
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