It’s late March and many startup boards and leadership teams are showing signs of fatigue from the unrelenting competition to hire candidates for open positions. Executing the 2022 plans that were finalized in January (see prior blog post on this subject) for many companies has involved both hiring for new positions and filling existing slots left empty by turnover.
Great talent attracts other great talent. The opposite is also true. When hiring market becomes difficult there is an understandable reluctance to make difficult staffing changes for fear of not being able to field better replacements. This unfortunately compounds the problem, making the hiring climate seem more challenging than it actually is and retention even more costly.
Great talent attracts other great talent. The opposite is also true. When hiring market becomes difficult there is an understandable reluctance to make difficult staffing changes for fear of not being able to field better replacements. This unfortunately compounds the problem, making the hiring climate seem more challenging than it actually is and retention even more costly.
Great talent attracts other great talent. The opposite is also true. When hiring market becomes difficult there is an understandable reluctance to make difficult staffing changes for fear of not being able to field better replacements. This unfortunately compounds the problem, making the hiring climate seem more challenging than it actually is and retention even more costly.
Great talent attracts other great talent. The opposite is also true. When hiring market becomes difficult there is an understandable reluctance to make difficult staffing changes for fear of not being able to field better replacements. This unfortunately compounds the problem, making the hiring climate seem more challenging than it actually is and retention even more costly.