Hunt Club Places COO for Braxton Brewing Company in 28 Days
How Techstars Found Top Talent Using Hunt Club
How Tailgate Guys Uses Referral Network to Find Vice President & GMs
How Terminus Leveraged The Power of the Network to Find Their Chief Revenue Officer
Anytime Pediatrics Finds their Chief Technology Officer in Only 20 Days
G2 Hires a VP of Sales to Lead Their Next-Generation Revenue Team
Cars.com Uses Referral Network to Hire Executives
AppsFlyer Successfully Scales Their Recruiting Efforts
G2 Grows Their Marketing Team 10X With Hunt Club
ShipBob Partners With Hunt Club to Source the Best Talent
How ShipBob's First Critical Marketing Hire Paved the Way for Future Growth
How Bellhops Used Hunt Club to Hire a CFO
How Home Chef Used Hunt Club to Enhance its Supply Chain Team
A-LIGN Uses Hunt Club's Expert Network to Hire Their CMO
4 Reasons to Partner with Hunt Club to Hire Game-Changing Talent
With U.S jobless rates at record lows, catching the attention of top talent is becoming a momentous task. While the process might look a little different for every business, the goal is the same: source and screen top candidates, bring in applicants, extend a job offer, and successfully place candidates. Hunt Club sources, qualifies, and hires for you. All while delivering a white glove candidate experience and top-tier talent that you don’t get access to in traditional recruiting channels. Want to learn more? This checklist details 4 reasons to partner with Hunt Club to hire game-changing talent.
Founder Series: Where to Find Early-Stage Talent
Growth at tech and innovation-driven startups has accelerated in the last decade. Venture-backed companies have access to more than $130 billion, and competition for top talent is at an all-time high. To help your business stand out, we’ve put together three ideas to get you started. Download the infographic now.
Founder Series: 3 Steps to Avoid Hiring Talent Based on Pedigree Over Aptitude
The talent landscape has changed, and you need perseverance and aptitude over other things. It doesn’t matter where you source candidates. Hiring exceptional people, who aren’t afraid to get their hands dirty to build something great, is often the secret to your organization’s growth and success.
9 Ways to Improve Your Hiring Process Today with Hunt Club
This infographic breaks down 9 ways to improve your hiring process and strategy. In business, time is money. If you’re part of a fast-growing company, you’re raising money on 12 to 24-month cycles which means lingering on business and hiring decisions won’t work. Hunt Club can help source, qualify, and hire talent for you.
The New Age of Talent: Modernize Search to Hire for Today and Tomorrow
Double Down on Digital Transformation: How to Build the Right Digital Team
How to Leverage Referral-Based Recruiting
The Founder's Guide to Landing the Best Talent
The Executive's Guide to Landing the Best Talent
The Hiring Manager's Guide to Landing the Best Talent
3 Steps to Elevate Your Talent Strategy
Business Leaders Predict the Future of Work
What is “normal” now, wasn’t weeks ago and won’t be in months to come. The pandemic and resulting economic downturn created many looming questions. How will work change? How will our daily lives be permanently impacted? What is our next normal? Hunt Club tapped its expert network of founders, senior leaders, VPs and directors to get answers. Read on to learn about their predictions for the future of work, and how they define our next normal.
How to Hire for the Next Generation of Marketing Jobs
Millennials now make up over half of the U.S. workforce, and they’ll make up 75% of it in just ten years. Not only are they the first generation of workers to grow with the pace of digital technology, they're changing infrastructures and creating new roles at organizations across the globe. Now more than ever, companies need to adapt to the changing worker and rethink their approach to getting this new generation talent. Dig into this infographic and learn what to look for when it comes to hiring for some of the hottest emerging marketing roles.
Finding the Best Talent Through the Power of the Network
Hiring a new employee is one of the most important decisions you can make for your business, and it can seem the rules are always changing. If you're frustrated and feeling like you're not landing the quality candidates your business needs, you're not alone. Here are the benefits of using a recruiting firm like Hunt Club to attract and reach incredible talent. Take a look at more articles and get a deeper look at Hunt Club's process and recruiting model, or read on for the latest data and trends around hiring.
The Power of Referral-Based Hiring
The best way to find talent is through trusted referrals. But it seems there are never enough of them. Learn how Hunt Club’s network of over 10,000 experts and 5 million candidates unlocks the best passive talent, driven by trusted referrals. Other benefits of referrals Better company fit Faster hiring process Lower cost-per-hire And more! Get the infographic to learn more.
5 Principles to Build a World-Class Team
Whether you’re an employer or a candidate, you know the value of the hiring process. The candidate experience is a reflection of your employer brand. It can make candidates want to work for you or it can drive them toward your competition. How does your process stack up?
Working World 2.0: How Industry Leaders Envision Our Next Normal
View From the Top: Executive Coaching Deep Dive
A New Category of Search Firm Powered by Referrals
The Hunt Club Guide to Hiring Head of People
Today, we're speaking with Lauren Zaleski who heads up the search operations team here at Hunt Club. Lauren recently placed an amazing candidate for Cargo's new Head of People. She shares a few tips for talent professionals when it comes to hiring for this role, including one big key takeaway at the end. Q: Can you tell us about the role you just placed for Cargo? Sure. We recently placed the role for them and it’s a really interesting one, especially for companies who are going through a lot of growth. Cargo came to us – and they’re at a point where they raised about $30 million in capital – and their founder, Jeff Cripe, recognized that they needed a "right hand" in a lot of ways and to really focus on the people side of the business. What makes this interesting is that Jeff recognized this need at such an early stage of the business. I think what we see is a lot of founders tend to wait and put a hire like this one off, but it showed Jeff was ready to invest in his people, his employees, and focus on things like culture, development and career pathing – all things that are super important as you scale an organization. Q: What are the some of the things you look for when hiring for this role? The first thing we looked for in our candidates was experience in a high-growth company. We needed someone who was tuned-in to the changing needs of an organization – going from 50 people to 100 to 200. There are ton of changes that come along with that and we needed someone who had seen that type of scale before. The second thing we looked for is experience putting different processes and policies in place. Things like building out onboarding plans for the first time, training plans, career pathing strategies and being a person who can start this all from scratch. Really someone who can put those different pieces into play when they don't currently exist or in the form Cargo needed. The third piece we looked for was more of a softer skill and it's a high degree of empathy. You think about a high growth organizations and going through all those changes. With change comes fear for a lot of people and so we needed a person who could relate to those employees and help them through a lot of change management as the organization was growing at a super rapid pace. Q: Let's talk about mistakes. What are some mistakes you see when it comes to hiring for a role like this? Mistakes when it comes to hiring for a role like this is that, first, traditional HR can get a bad reputation in some ways. When you think of HR, people tend to think of compliance and enforcing policies. What we are really channeling when we’re thinking of a Head of People role in high-growth companies is really developing employees and empowering managers to have teams that can thrive so they can function at their highest level. The biggest mistake talent professionals can make is not separating those two pieces and being able to think about the people function as nurturing and ensuring the organization can function at its very best. For more hiring tips, watch the video or drop us a note here. Editor's note: We originally published this post in 2018 and updated it for comprehensiveness and accuracy. We appreciate you. Thanks for reading!
[Hiring, Recruiting, Startups]
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