1/ Talent wars in London seem absolutely brutal these days.
Everyone of our startups reports their team members being approached almost continuously by everyone from other startups, FAANGS, corporates.
Wage inflation is brutal. Anyone is liable to be poached.
Everyone of our startups reports their team members being approached almost continuously by everyone from other startups, FAANGS, corporates.
Wage inflation is brutal. Anyone is liable to be poached.
2/ With the advent of distributed organisations and remote work, competition is global.
It could be Tencent or Slack knocking at the door of your organisation, carefully mapping your team looking for openings.
It could be Tencent or Slack knocking at the door of your organisation, carefully mapping your team looking for openings.
3/ Some seed stage companies have reverted to staying completely stealth on LinkedIn, and asking their team members to remain stealthy.
Though they’re likely to find them on GitHub anyways ;-)
Though they’re likely to find them on GitHub anyways ;-)
4/ This raises the stakes dramatically on People Ops to act pre-emptively:
- identify / promote / compensate emerging, homegrown talent
- continuously look at refreshing option grants and compensation
- track any employee at risk
- identify / promote / compensate emerging, homegrown talent
- continuously look at refreshing option grants and compensation
- track any employee at risk
5/ Ultimately this is when a serious investment in Culture, Talent and People as a strategic pillar of your business becomes paramount.
And design and implement a distributed talent strategy.
You can’t run from this.
And design and implement a distributed talent strategy.
You can’t run from this.
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