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Articles

Articles

Practical notes on hiring, pay, organization design and M&A talent, first shared on the SkillHawks LinkedIn page. Newest first.

  1. When your startup's hiring process lives in one person's head

    Most early-stage companies have a hiring process, but it lives in one person's head. Five signs it's time to write it down, and what it takes.

  2. Pay compression: when the offer moves faster than the raise

    The hiring budget moves with the market. The raise budget doesn’t. Why the people who stay end up carrying the gap, and what helps before the next offer goes out.

  3. Skills-based hiring: the job post changed, the hiring didn’t

    Taking a degree requirement off a job post takes about a minute. Changing who actually gets hired takes longer. Where the old filter hides, and the less visible work that changes outcomes.

  4. When a manager’s team doubles overnight

    A layer of managers comes out and the people who remain pick up their reports. A bigger team can work, but it rarely works by default. Five questions to ask first.

  5. After the deal: why key people leave, and what helps them stay

    Retention letters are signed, and a few months later the people the deal was built around start resigning. Usually the money wasn’t the problem. What tends to help in the months after close.

  6. Your salary range has a second audience

    When you post a range, the people already on the team read it too, and they start doing math on their own pay. Three questions to ask before a range goes live.

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