It’s almost impossible for startups to “overpay” for A+ level Sales/Marketing talent. Emphasis on A+, it’s 100% possible to Overpay for C or B level talent. I’ve placed marketing talent that has 4x’d company revenue within 12 months. I’ve placed sales talent that have brought

Method to finding real world class engineering talent: 1. Poach from companies with notoriously talent dense eng teams. Engineers who have been there 2 years and got promoted. Certified cracked. 2. Go in depth on interviews to what they contributed as much details as possible.

Might get some hate for this. But if you hire for a sales role and the candidate refuses to provide any sort of proof of production (at offer stage) Examples: -W2/paystub -Screenshot of the leaderboard - pic of them at presidents club/awards 9/10 times it’s because they are

Anyone that has a B2C app wondering how to boost revenue should look into Monetization Product Managers. They are essentially data driven mad scientists. Extensive A/B testing different paywalls, onboarding flow, and tiered plans etc. They have 1 goal: Maximizing revenue per

I find it strange many of the candidates I speak with have this outdated sentiment. Big tech= Stable Startup= risky I believe the opposite to be true. Sure a startup with no funding and founded yesterday is sketchy. But Im talking Seed-Series A startups already in high growth

I’ve been on a train of recruiting for hyper growth Mobile app founders. I’ve placed key positions in Engineering, Marketing and Product for 6 different apps the last couple months, all with over 1M users. And nearly all of them pay their CMO/Head of Marketing just as much if

There’s a new position I’ve seen recently becoming popular. It’s only existed for 2 years and it’s one of the best ROI’s I’ve ever seen for DTC/Ecom startups. TikTok Shop Affiliate Manager. They run the entire channel. Creator outreach, vetting, management, tracking and back

Have you ever wondered how niche exec search headhunting for growth stage startups is? These are hires that make or break companies. They need top .1% talent in their field. I got a CTO role for an AI powered 3D printing company in hyper growth mode. They need a CTO to help

Ever wondered what the impact of a true A+ player is especially for early stage startups? In a recent example of mine, over 200% ROI in 90 days, and this is just the beginning. I placed a Head of AI engineering 3 months ago. AI mobile app with an insane growth curve. They had

Want to get a job at a tier 1 startup right out of school? Or are you stuck in big tech and want out? Build something and ship it. You have to. The founder needs to be able To see and play with what you built. Can be a personal website, or ideally a customer facing

Biggest indicator for success is how you respond to setbacks. You either downward spiral or upward spiral. Downward spiral: *Bad thing happens* - get sad and work less -less good things happen because working less - lose GF - get even sadder - work less and win less -

Hack to hiring S-Tier marketing talent: Final stage of the interview have them do a 3-6-12 month business plan and present it. Tell them here is where we are now, here is our 12 month goal, how would you achieve it? If the business plan doesn’t get you hyped and begging them

Founder thinking of hiring? This is one of my favorite visualizations of what to look for when hiring early days. Hires level 5’s across the board in exec and key positions and it’s hard not to win. Hire 2’s while they are cheaper, ain’t it early days when bandwidth is thin

The X algo is wild I have been dropping absolute gems of knowledge/value the last 2 weeks. And this simple ass post is the one that rips to 70k+ views and 200 likes overnight🤣

x.com/Kent_Depwe/sta… Helping to hire 👇 Founding Full-Stack Engineers (NYC | $200K–$300K) Looking for young, sharp, hands-on builders with: ✅ Strong GitHub (active, real shipped products) ✅ Full-stack skills (frontend + backend) ✅ Early/startup experience (bonus) ✅

Talked to a guy today about 30 years Old. Had no idea what vibe coding was, never even heard the term before. It’s still so early.

Hiring is simple. So many overcomplicate it and get stuck in procrastination or worse make bad hires. First step, Define the core problem that needs to be solved. (Build X product, Grow Revenue in X demographic, decrease churn, grow users etc) Second step, Find someone who

Founders taking the first round interviews is a must for big hires at startup stage. It’s something I consult my clients on often, and have seen this small tweak work wonders. The first interview is a PIVOTAL point when a candidate truly decides if they want to pursue you