The hiring’s underway and the team’s grown, but you’re now in the bit no one talks about on the funding call. The part where your new joiners are wondering what “Level 3” actually means, your first-time managers are winging it through 1:1s, and your spreadsheet-based pay review is not quite holding up under pressure. This […]
It’s a lot. That’s probably the most accurate way to describe what internal recruitment teams are dealing with right now. Since 2022, average recruiter headcount has dropped by nearly a quarter (23%), while the number of open roles per recruiter has jumped 56%. Application volumes? Almost triple. And hiring teams are now running 42% more […]
Being excellent at sourcing, screening, and closing will always be impactful. But as hiring has become more complex and strategic, these core skills need to be complemented by broader capabilities… And the bar for what a recruiter needs to to learn and take responsibility for has only crept upwards. Specialist sourcers are still experts in […]
Most companies either underfund recruiter training entirely or default to generic programmes that completely miss what makes recruiters effective. The result? Talented professionals struggling with skills gaps that directly impact their ability to deliver results. We spoke to Purpl founder Joe Atkinson, who’s worked with hundreds of recruiting teams across Europe’s fastest-growing companies. He’s seen […]
When it comes to building global tech giants, Europe lags behind. Only one European company features in the global top 25. This is not because Europe’s startup ecosystem lacks ambition or talent. But too often, promising companies lose momentum when it comes to building at scale. At Scede, we’ve helped over 250 tech companies scale […]
Updated: 7 August 2026 Summary/TL;DR Hiring capability drives product ambition: teams that assume they can hire the right people commit to bigger roadmaps instead of scaling plans back. Market expansion succeeds or fails on talent infrastructure: most businesses struggle with talent mobility, and embedded teams remove that blocker before it stalls expansion. The systems outlast […]
In today’s competitive job market, attracting top talent to your startup can be a daunting task. However, one powerful tool that can set you apart from the crowd is a well-designed and impactful careers site. Your careers site serves as the face of your company to potential candidates, offering insights into your culture, values, and opportunities. In this article, we’ll explore the key steps and strategies to create a compelling careers site that resonates with job seekers and helps you attract and retain top talent.
If you’re like us, you’ll be keeping tabs on the innovative tech and tools making their mark on the Talent landscape this year. There are some seriously cool platforms being built out there to support how we attract, engage, hire and develop our teams. From AI-powered recruitment platforms to skills-based hiring tech, the future of talent acquisition is brimming with innovation – and we’re here for it.
So, you’ve finally found that perfect candidate after an arduous hiring process. But, what happens next? Do you simply welcome them aboard and hope for the best? Not quite. Managing and caring for your candidates doesn’t end once they sign on the dotted line. In fact, it’s just the beginning of a crucial journey that can make or break their tenure within your organisation. Welcome to the world of candidate management and aftercare.
Hiring for a startup is no easy feat. It requires a considered approach, a deep understanding of your company’s needs and culture, and the ability to find, engage, nurture and recruit the right talent. In this article, we’ll delve into the non-negotiables for startup hiring, covering everything from establishing a robust hiring process to creating a hiring culture and being realistic about your company’s needs.
