“Growth at all costs” with an eye on costs? Startups are sprinting to balance growth and internal controls during an increasingly uncertain fundraising atmosphere

While good Recruiting teams plan based on a capacity model, once your Recruiting team expands to include a Talent Acquisition leader, it’s time introduce another layer of strategy to your capacity plan. One way to do this is to decide how fully staffed your recruiting team should be. Do you want them to be staffed to hit 80 percent of the hiring plan? 100 percent? What about 110 percent? Each of these strategies provides advantages and disadvantages.

Having a plan in place to quickly fill positions that become vacant due to turnover is a critical piece of your hiring strategy.

Not all reqs are created equal. When prioritizing which reqs to hire first, consider the impact to business, ease of closing and any hard deadlines of each position.

Welcome to Part 3 of our Organizational Structure series. In this post, we’ll be focusing on how to build and structure your in-house Legal team. Every startup has its own unique legal needs. The only surefire way to mitigate their impact on your company is to seek out the help of professionals, and it won’t be long until you realize it’s best to have them as a part of your in-house team.

Welcome to Part 2 of our Organizational Structure series. In this post, we’ll be focusing on how to build and structure your Recruiting team.‍ In addition to identifying and sourcing the type of top-notch talent you need, a Recruiting team ensures the subsequent hires both complement existing talent and represent a cultural fit for the organization you’re trying to shape.