0/ Thread: Who should take care of People & Talent Management in a hyper growth startup? Founders / VPs / early employees / a dedicated team? Are there dos & don’ts entrepreneurs should be aware about when creating HR processes?
O bis/ SO I invited founders & Heads of Talent this morning to debate and share croissants + juicy insights @ The Family @pierremgr @FLG_239 @Robin_Choy @florianjourda, @ErikaBatista . What have they learned from their very human mistakes? 🙈
1/ There’s a lot of hype lately about hiring a Head of Talent even at the super early stage. The truth is that getting early employees is the CEO’s job. They'll embody your values & help define your company’s culture when it may not be perfectly clear yet.
2/ When founders reach a point where hiring takes tooooo much time, it can be a good idea to bring on a talent acquisition manager specialized in tech or sales. @marionaguirre and @ThomasNivol joined @algolia when the team was 30 people and they did a great job at scaling.
3/ But some founders don’t feel the need for help until they have 100+ employees, it all depends on your natural ability to attract talent. If you do need help though, internal recruiters are better than external headhunters as they're truly aligned with your long-term success.
4/ Inspiring a unique culture based on shared values is also the CEO’s job from the start. A Head of Talent can only help you promote it with good processes - on-boarding, 1-on-1 meetings…
5/ As a CEO, when your teams grow faster than your ability to handle culture, consider empowering your VP Product / Tech / Sales… as they manage their teams, they should be in charge of retaining / educating / boosting key talents.
6/ It's a good idea to involve your operational team in the recruitment process. Early employees often understand the company's values best. @Doctrine they organize a lunch to test culture fit.
7/ A BI / Sales / Tech also tends to know what to look for in a new BI / Sales / Tech at the company. @pierremgr CEO @_SideFR told me that this also helps employees realize how hard it is to find the right person and encourages them to make referrals
8/ In the end, CEOs should only centralize HR when they really need it. Some founders, more process-oriented, will do it with a 30-person team while more intuitive founders may avoid processes until they're absolutely necessary. And both are perfectly fine ;)
