Copy link to post
Today I interviewed a company that have just spent over 13,000 CHF in wages alone trying to hire themselves via job boards! They are currently over 190+ man hours deep and still have not got a signed contract! (the real cost to the business is in excess of 25,000 CHF!)
The reason, they are not set up for the increased screening given the higher level of job applicants!
The same is true of many companies, especially when the company are "small" (sub 200) and have limited HR resources that are not trained on specialist recruitment as well as having already a mountain of tasks to handle.
The good news is there are simple, cost effective, and impactful solutions such as partnering with us, TMS Technology
In collaboration, you will gain over 50+ years of specialised recruitment know how, a scalable solution that you can managed based on demand, and at a fixed monthly cost avoiding hidden fees!
As a FinTech Start-Up 🚀, when is it time to hire your first Business Development Manager❓🧐
As with most questions, the answer is subjective and individual to each business, however in general there are a few "options" to Sales and Revenue generation for a start-up 💲
1. Bite the bullet early and hire (invest) an individual able to really build something from scratch (a good "storyteller"), often offering a small slice of the pie
2. At first look to utilise "partnership" and "re-sellers" to piggy back in to your first Sales, giving away a small % of the revenue, but gaining access to a more mature market, then using the generated revenue to hire later
3. Use a commission based "expert" who is sub-contracted to kick-start your sales process. Options include 0 up-front/overhead agreements that are directly/only incentivised by success (but will not "stick around" forever or be 100% dedicated to your brand)
4. All the founders keep slogging it out wearing as many hats for as long as possible in a bid to keep costs low - DIY mentality
What other models have you seen?
Which do you believe is the "best" approach?
As with most questions, the answer is subjective and individual to each business, however in general there are a few "options" to Sales and Revenue generation for a start-up 💲
1. Bite the bullet early and hire (invest) an individual able to really build something from scratch (a good "storyteller"), often offering a small slice of the pie
2. At first look to utilise "partnership" and "re-sellers" to piggy back in to your first Sales, giving away a small % of the revenue, but gaining access to a more mature market, then using the generated revenue to hire later
3. Use a commission based "expert" who is sub-contracted to kick-start your sales process. Options include 0 up-front/overhead agreements that are directly/only incentivised by success (but will not "stick around" forever or be 100% dedicated to your brand)
4. All the founders keep slogging it out wearing as many hats for as long as possible in a bid to keep costs low - DIY mentality
What other models have you seen?
Which do you believe is the "best" approach?
1 comment
Angel L.
Jan 9, 2024 -11:51AM
Thanks for posting. I'm curious to learn more about your work and how we can work together. I'll send you a private message.
Return to Updates
More Updates From Samuel
Upvoted by Karla and 2 others
Upvoted by 3
Upvoted by Angel and 2 others
Upvoted by 3
Upvoted by Master and 2 others
Upvoted by 3
Upvoted by Master and 1 other
Upvoted by 2
Samuel S.
Apr 10, 2024
Due to fantastic Q1 results + high demand from our existing partners, we have invested to scale up our capability resulting in 3 new openings for new partnerships!
These new openings are reserved for EU based FinTech's who are needing to hire 3+ new employees within the FinTech space (Tech, Business, Management, or Product positions, or combination of all) and are looking for a new and innovative "local" approach to being able to attract, secure, and retain top talent!
Please reach out on here for more information, or feel free to drop me an email on samuel@tmstechnology.net
These new openings are reserved for EU based FinTech's who are needing to hire 3+ new employees within the FinTech space (Tech, Business, Management, or Product positions, or combination of all) and are looking for a new and innovative "local" approach to being able to attract, secure, and retain top talent!
Please reach out on here for more information, or feel free to drop me an email on samuel@tmstechnology.net
Upvoted by Karla and 2 others
Upvoted by 3
Samuel S.
Mar 13, 2024
How important is it to create Industry specific content on a regular and on-going basis?
(And how big of a role can / does it play in a companies future success?)
I am currently in touch with a number of FinTech & RegTech specialist Content Creators & Digital Marketing experts, each with individual deep knowledge across a broad array of topics.
If you are "not sure where to start" when it comes to building your branding, how to approach marketing, revamping your website, launching a new product in a new marketing etc. often the best solutions is taking a talk with professionals such as these. Take the chance to learn about the work they have done for others, hear first hand the ROI from the investment, and using this to help create your own branding & marketing strategy!
Not every call has to be a closing call there and then... build a network, build a brand, build your business!
Please do reach out if you have any questions on how to start, build, scale your business - all invites are welcomed!
(And how big of a role can / does it play in a companies future success?)
I am currently in touch with a number of FinTech & RegTech specialist Content Creators & Digital Marketing experts, each with individual deep knowledge across a broad array of topics.
If you are "not sure where to start" when it comes to building your branding, how to approach marketing, revamping your website, launching a new product in a new marketing etc. often the best solutions is taking a talk with professionals such as these. Take the chance to learn about the work they have done for others, hear first hand the ROI from the investment, and using this to help create your own branding & marketing strategy!
Not every call has to be a closing call there and then... build a network, build a brand, build your business!
Please do reach out if you have any questions on how to start, build, scale your business - all invites are welcomed!
Upvoted by Angel and 2 others
Upvoted by 3
1 comment
Samuel S.
Feb 29, 2024
Using Data to make decisions is common practice in almost all industries - BUT BE AWARE, especially with human centric data, that using historic data alone will lead to only decisions based on the past....
Upvoted by Master and 2 others
Upvoted by 3
Samuel S.
Feb 9, 2024
🔔REALITY CHECK🔔 Do you actually have time to hire on your own?
❌The Numbers Don't Lie❌
Bard, (now called Gemini) suggests it takes on average:
🎯10 hours of sourcing & screening to generate a good candidate
🎯A further 2 - 3 hours on in-depth screening
🎯Then 3 - 4 hours on interviewing
🎯And finally 2 - 4 hours closing a process
This averages between 17 - 23 hours, and that does not account for the fact multiple candidates are needed as the ratio is never 1 to 1 (the average being 4 - 6 candidates to successfully make a hire)
If your businesses is wanting / expecting / needing to hire just 1 highly skilled candidate (such as Software Engineer, Data Engineer, Head of Product etc.) then you must be able to afford someone in your business, who has sufficient skills and experience in active sourcing recruitment, to work fulltime for over 2 weeks if you expect a positive result.
The reality is it costs your business more by not using expert help when hiring, than expecting your HR to be able to still complete their normal fulltime job function AND achieve in the hiring results you want.
❌The Numbers Don't Lie❌
Bard, (now called Gemini) suggests it takes on average:
🎯10 hours of sourcing & screening to generate a good candidate
🎯A further 2 - 3 hours on in-depth screening
🎯Then 3 - 4 hours on interviewing
🎯And finally 2 - 4 hours closing a process
This averages between 17 - 23 hours, and that does not account for the fact multiple candidates are needed as the ratio is never 1 to 1 (the average being 4 - 6 candidates to successfully make a hire)
If your businesses is wanting / expecting / needing to hire just 1 highly skilled candidate (such as Software Engineer, Data Engineer, Head of Product etc.) then you must be able to afford someone in your business, who has sufficient skills and experience in active sourcing recruitment, to work fulltime for over 2 weeks if you expect a positive result.
The reality is it costs your business more by not using expert help when hiring, than expecting your HR to be able to still complete their normal fulltime job function AND achieve in the hiring results you want.
Upvoted by Master and 1 other
Upvoted by 2
