Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives have become essential for organizations of all sizes to drive innovation, increase employee satisfaction, and attract top talent. According to recent data from a PowerToFly survey, 70 percent of employees expect their employers to double down on DEIB initiatives to create meaningful change in 2024.

In the early stages of startup organizations, however, it can be challenging to dedicate adequate resources to DEIB programs. These efforts require careful planning and execution, and enterprise companies have begun building entire teams whose sole purpose is to bolster DEIB initiatives.

For startups whose resources are spread thin, the emergence of artificial intelligence (AI) presents exciting opportunities for effective and thoughtful DEIB initiatives, even with limited resources.

Here, we’ll explore seven ways to harness AI to improve DEI&B, no matter the size of your organization.

1. Overcome biases in recruitment

Without a diverse workforce, your DEIB initiatives will most likely fall flat and stall your innovation. That’s because companies with a diverse workforce perform 35 percent better than those without. With that in mind, your commitment to improving DEIB must begin with your recruiting efforts.

Biases, both conscious and unconscious, can inadvertently influence decision-making processes. AI-powered tools can help mitigate these biases by applying data-driven algorithms to assess candidates’ qualifications objectively. These tools can:

2. Expand the candidate pool

Startups can benefit from widening their candidate pool to attract diverse talent, but without a dedicated and well-trained team, this can be a tall barrier to breaking through.

AI can help identify potential candidates from a broad range of sources, including niche platforms, social media, and professional networks. By utilizing AI algorithms, companies can tap into a wider talent pool, reaching individuals previously overlooked.

AI can also assist in mapping candidates’ skills to job requirements more efficiently, allowing firms to identify hidden talents and transferable skills.

3. Craft inclusive job descriptions

The language used in job descriptions can unintentionally deter certain groups from applying. AI tools can aid in analyzing and optimizing job descriptions to ensure they are inclusive, unbiased, and appealing to diverse candidates.

This can look like this:

By examining linguistic patterns and identifying potential barriers, AI algorithms can suggest modifications that encourage a more inclusive tone, appealing to a broader range of individuals.

Related: 6 Ways to Attract and Hire Best-Fit Startup Talent

4. Uncover unconscious bias in decision-making

Despite your best efforts, unconscious bias can seep into any decision-making processes—hiring, promoting, the list goes on—hindering efforts to achieve DEIB goals.

AI algorithms can monitor and evaluate decision-making patterns, providing insights into potential biases. By identifying such biases, startups can take corrective actions, including:

5. Enhance the candidate experience

Candidate experience is a crucial aspect of building an inclusive recruitment process. AI-powered chatbots and virtual assistants can engage with candidates, providing them instant responses to inquiries and assisting with scheduling interviews.

These tools can be programmed to recognize and address candidate needs while offering a personalized experience. Additionally, AI can facilitate accessible and inclusive interviews, utilizing features like automated closed captions or language translation to accommodate candidates with disabilities or language barriers.

6. Monitoring employee engagement and satisfaction

Looking past the hiring process and into your day-to-day operations, AI can support ongoing efforts to enhance DEIB within startup organizations by analyzing employee data to measure engagement and satisfaction levels.

By collecting and analyzing feedback, sentiments, and patterns, AI algorithms can identify areas that require attention. Startups can leverage this information to develop targeted interventions, allocate resources, and improve the overall employee experience.

Related: 6 Effective Leadership Strategies to Meet Startup Employee Needs and Expectations

7. Continuous learning and improvement

To maximize the potential of AI in advancing DEIB goals, startups should prioritize continuous learning and improvement.

Regularly assessing the impact and effectiveness of AI-powered initiatives allows companies to refine their approaches and adapt to changing needs.

Some accessible steps that startups can take are:

Startups that seek to foster diverse, inclusive, and equitable work environments should tread thoughtfully and strategically to utilize AI. It can serve as a powerful ally, but vital steps must be taken to ensure a responsible and equitable deployment of any new programs.

This blog was written by Carl Kutsmode.

As the great Benjamin Franklin once said, “By failing to prepare, you are preparing to fail.” While this phrase can be applied to many areas of life, it also rings true in terms of interview preparation.

Proper planning is critically important as candidates begin to ready themselves for an upcoming interview. Whether your discussion will be taking place in person or via videoconference, your interviewer(s) will quickly be able to tell whether you’ve truly done your homework.

Yet while the act of thoroughly “studying-up” on a company is pivotal for achieving interview success, candidates cannot neglect to put together a set of questions that can be posed to their prospective employer. Here are my top 10 questions that every software developer needs to ask in an interview:

1. What is the current structure of the team and how does this role fit into that structure?

How the hiring manager responds to this question will ultimately say a lot about the organization’s company culture. Not only will you be able to determine who is working in your department, but you’ll also discover if you will be supported by QAs and a testing team. Make sure you get a feel for the size of the development team that you could be joining. Will you be a “big fish in a small pond” or a “small fish in a big pond?”

2. What is the team’s largest challenge?

This question can be taken in several different directions, all of which could sway you towards or away from the company. For instance, if the department is understaffed, your position could play an instrumental role in solving a critical problem and increasing workplace effectiveness. However, if you discover that your team does not have the support of the company or are lacking the funds to execute their goals and objectives, this could be a potential warning sign.

3. How is success measured in this role?

It is important to grasp a sense of the standard that you will be held to if, in fact, you accept the position. Will there be certain performance KPIs that you will have to follow? What does an average timeline look like for project completion? How often will performance reviews be conducted? Some companies utilize their own specific measurements of productivity and effectiveness. Getting a sense of how your prospective employer quantifies success could be essential in your overall workplace experience.

4. What opportunities for professional development does your company offer?

In today’s world, learning and development (L&D) programs are must-haves for any company in their efforts to recruit top-tier talent. During your interview, be sure to inquire about the types of workshops and boot camps that your prospective employer can offer to boost your skillset. Ask if the company would be willing to pay for a course or certification that would help to improve your on-the-job performance. See if you will be able to take part in networking events or other professional development opportunities outside of the office. Investigate if any internal mentorship programs are available within the company to learn from upper-level executives.

5. What is the company’s goal for the product/service offered?

A significant part of your interview will center on discovering more about the company’s vision for the future. Not only should you learn where the company is in the present, but get a sense of where the organization is headed two, ten, or twenty years from now. If the hiring manager can answer this question correctly, you should be able to envision your potential role in furthering the company’s long-term growth.

6. How do you prioritize and plan projects?

Bosses can make or break your workplace experience. The way these leaders work to set priorities and delegate work is sure to be of significant importance to you. Be sure to have a good understanding of your department’s head and how they handle their business. If you could see yourself struggling to work with their personality or leadership style, this may be a cause for concern.

7. How are design decisions made on your team?

The goal of this question is to examine your expected degree of decision-making authority within the company. Will your input be heavily sought after in helping your department come to design conclusions, or will you play more of a backseat role in this process? This answer could be a crucial indicator of how the company views your prior work experience and anticipates your level of future engagement. Additionally, if organizational bottlenecks or excessive executive oversight seem to be prevalent issues, inquire about how the organization will combat them.

8. What technology are you currently using?

Make sure the company leverages technology that you feel comfortable and have experience with. Is the organization utilizing the best and brightest platforms on the market, or are they stuck with an age-old, archaic system? Ultimately, the more exposure you can receive to modern technology, the greater it will benefit your long-term professional development.

9. What is the newest technology/tool/framework that your team has implemented?

Seeking to find out how innovative the company really is? Look no further than this question! You’ll be able to identify the organization’s willingness to experiment with new platforms and software. If you’re a developer who needs to have his/her hands on the latest technology, be sure to pay close attention to how the organization issues its response.

10. Which software development methodology does your team utilize?

Get a sense of the processes and procedures that must be followed in the design and development of the company’s platforms and software. Discover if the organization utilizes the most effective methodology to support its size. Does the company lean on an agile approach, or do they prefer the traditional waterfall methodology? By learning more about the organization’s approach to constructing its product or software, you’ll be able to determine if the company’s workplace environment aligns with your personal strengths.

Employer viewpoint

Employers are focused on understanding what attracts and retains software developers and engineers. Our partner TalentRise conducted a survey to identify the top factors that influence retention from the employer’s perspective. Compensation emerged as the highest priority, prompting employers to align their offers with market standards. The survey revealed that priorities vary by experience level: senior developers prioritize company values, mid-level developers seek advancement opportunities, and entry-level developers focus on career development. Additionally, employers are emphasizing communication skills when evaluating candidates, recognizing this as a critical skill for success in the field.

Learn more about the survey responses on the TalentRise blog.

Summary

I always make sure to emphasize this point with my candidates: interviewing is a two-way street. Not only is the employer trying to get to know you, but you are also attempting to learn more about the employer. Asking the right questions during an interview will help you to develop a deeper, more comprehensive understanding of the company and whether you could visualize a future working for the organization. But first, be sure to do your research! Your sense of preparation will ultimately pay off in the long-run.

For more interview tips, view our Interview Guide for Job Seekers.

Related: Salary Guide – Engineering & Technology

A Chief Marketing Officer (CMO) is an essential role, overseeing your organization’s marketing, branding, communications, and public relations efforts. An effective CMO will enhance your organization’s visibility and reputation among its key audiences and ensure you’re delivering the right message, to the right people, at the right time.

Here are some of the questions you should be asking during the interview process to ensure the best fit for one of your brand’s most critical functions.

How will you help the organization adapt to new industry trends?

Marketing is an incredibly dynamic field, with new tools, technologies, and trends constantly coming into play. Not all of these have staying power, however, and a savvy CMO will recognize when it’s time to adjust course—and by how much.

How do you ensure that marketing efforts align with the overall goals of the business?

Marketing does not and should not exist in a vacuum. Everything a brand does and communicates—from their website copy and internal communications to advertising campaigns and posts on social media—should all fold up to an organization’s topline goals. Asking this question will give you insights into how the candidate views marketing as part of the larger organization and how they work with other leaders and departments to align their activities to the business’ short- and long-term objectives.

What have you found most challenging in current or previous leadership roles?

Your CMO will likely be responsible for managing a team or department, partnering with outside vendors and partners, and collaborating with other members of the leadership team. A good and thoughtful response to this question will reveal how the candidate operates in high-pressure situations, as well as their ability to problem solve and overcome obstacles in the workplace.

What specific industry experience do you bring to the role?

There are as many types of marketers as there are types of companies, so it’s important to understand their track record and what specific industry experience they bring to the table. That’s not to say you should narrow your search to only professionals who have marketed for competitors or similar companies. But someone who has only held marketing roles with a B2B company offering professional services may not be the perfect fit for a CMO role with a B2C company selling apparel.

Based on what you know about our organization today, what would you say is our greatest strength and weakness when it comes to our current marketing initiatives?

A candidate’s response to this question will help you understand how much they’ve researched your brand already and their familiarity with the products or services you offer. It may also elicit some of their thoughts on where the organization is headed from a marketing standpoint and what they’d want to maintain, change, or continue to improve upon if offered the role.

In current and previous roles, how have you adopted process improvements?

Change management, if done poorly, can negatively impact your employees as well as your customers or individuals you serve. When hiring for your leadership team, it’s valuable to find out how an individual handles change within their department and the broader organization, even when the end result is something positive. This is especially important for someone in a role that oversees communication.

Ready to find your ideal CMO?

Contact us today to learn more about our experience and offerings.

Originally published by TalentRise

The startup world is not for the faint of heart. From securing funding to building a viable product, startup teams are constantly navigating uncharted waters. 

Of all the obstacles that meet founders along the way, one stands out as the most critical: recruiting great startup talent. 

Hiring talent is often hailed as the lifeblood of any organization, but for startups, it can be the make-or-break factor that determines success or failure. The ability to attract, onboard, and retain top talent is crucial for fueling growth and driving innovation. Yet, recruiting at a startup is a vastly different ballgame compared to larger tech companies, requiring a unique set of skills and strategies.

The Hiring Conundrum: Understanding the Challenge

Unlike established tech giants with robust recruitment processes and established employer brands, startups often operate on shoestring budgets and limited resources. 

Startups are characterized by rapid growth, ambiguity, and a high degree of uncertainty. In this fast-paced environment, traditional hiring approaches may fall short, necessitating a more agile and innovative approach to talent acquisition.

At the same time, data tells us that it takes about 12 months to fully onboard a new employee, with a cost of around $4,100 per new hire.  It’s not a process that startups should take lightly. 

Navigating the Recruitment Maze: Strategies for Success

So, how can startups overcome the hiring challenge and attract top talent in a competitive landscape? Here are some strategies to consider.

Crafting Compelling Stories

By crafting compelling narratives that resonate with candidates’ values and aspirations, startups can differentiate themselves from larger competitors and create a compelling employer brand. 

You can build out your careers page to reflect and communicate your unique story, and begin to engage talent as soon as they reach your site. 

Embracing Flexibility

In a startup environment, roles and responsibilities are often fluid and subject to change. As such, startups need to embrace flexibility and adaptability when recruiting talent. Instead of focusing solely on specific skill sets or qualifications, startups should prioritize candidates who demonstrate a growth mindset, adaptability, and a willingness to learn.

Building Relationships

Successful recruiting at startups is as much about building relationships as it is about filling positions. Startups should invest in networking events, industry conferences, and community engagement initiatives to connect with potential candidates and establish meaningful relationships over time.

Leveraging Technology

88 percent of companies globally already use AI in some way for HR, according to SHRM.

It can be a powerful enabler of startup recruitment efforts. From leveraging AI-powered recruitment platforms to automating repetitive tasks, startups can streamline their hiring processes and identify top talent more efficiently as they make hiring decisions.

Investing in Culture

Culture fit is paramount in a startup environment where every team member plays a critical role in driving success. Startups should prioritize candidates who align with their values, mission, and culture, fostering a sense of belonging and purpose among employees.

In addition to the strategies outlined above, startups should also consider looking beyond traditional recruitment methods and explore partnerships with experienced recruitment and staffing agencies. 

These agencies specialize in sourcing, screening, and placing top talent across various industries and can offer startups access to a vast network of candidates with diverse skill sets and backgrounds. By leveraging the expertise and resources of recruitment agencies, startups can:

Recruitment agencies can also provide valuable insights and guidance on market trends, salary benchmarks, and candidate expectations, enabling startups to make more informed hiring decisions and build high-performing teams that drive growth and innovation.

Embracing the Challenge: A Path to Growth and Success

While hiring may present formidable challenges for startups, it also represents an opportunity for growth and innovation. By embracing the unique demands of startup recruitment and adopting a proactive and strategic approach, entrepreneurs can build high-performing teams that propel their ventures to new heights.

Hiring may be the biggest challenge for startups today, but it’s also a cornerstone of success. By understanding the nuances of startup recruitment, leveraging innovative strategies, and investing in talent development, startups can overcome recruitment hurdles and build the dynamic teams needed to thrive in today’s competitive landscape.

This blog was authored by Viaduct’s Sarah Garcia. 

Workers today want flexibility when it comes to where they work—which could give some startups an upper hand in attracting top-quality talent. 

During the pandemic, working from home became the norm. But more companies have been calling employees back to the office. In a 2023 survey of 1,000 company decision makers, just 2 percent of respondents said their company never plans to require employees to work in-person. 51 percent currently required some or all employees to work in-person, and 39 percent planned to by the end of 2024. 

Among employees, however, flexible work arrangements are still a top priority—even if they come at the cost of lower pay. 

While established companies are more likely to have existing office space for employees to utilize, new and emerging organizations may not. 35 percent of businesses that launched in 2023 opted for a fully remote model—up from 22 percent in 2022 and 16 percent in 2021. 

While remote work can be a great talent acquisition and employee retention tool, startup leaders may have concerns about how to keep their team members engaged when they’re working from different locations. 

Here are some tips on how your startup can foster a productive, collaborative work environment among your remote employees. 

Related: Is your startup positioned to win top talent in 2024? 

Establish Clear Expectations: Establishing clear expectations around roles, responsibilities, deliverables, and deadlines is critical to any productive work environment—whether remote, hybrid, or in-person. Setting expectations begins during the hiring process, with crafting the right job description, and continues by working with employees to set short- and long-term goals and providing consistent feedback. 

Use Collaborative Tools: There are more tools than ever to help remote teams seamlessly collaborate and communicate. Leverage project management software (Asana, Trello), communication platforms (Microsoft Teams, Slack), and document sharing tools (Microsoft 365, Google Docs) to keep tabs on tasks and keep projects moving as efficiently as possible. 

Regular Check-Ins: Schedule regular team check-ins, one-on-one meetings, and department meetings to provide updates, address concerns, and foster a sense of connection. Video meetings can help employees feel more connected and ensure things aren’t getting lost in email communications. 

Transparent Communication: Foster an environment of open and transparent communication where team members feel comfortable sharing ideas, asking questions, and raising concerns. Even when managing remote employees, leaders can maintain a remote “open-door” policy and ensure they’re responsive and engaged when communicating with staff. 

Related: 5 Ways to Improve Team Communication at Your Startup 

Encourage Continuous Learning: Promote a culture of continuous learning and skill development by providing access to relevant online courses and webinars. If there are in-person opportunities for learning and development, encourage employees to take advantage of them. 

Lead by Example: Leaders set the tone for any organization—new or established, large or small. Set an example by communicating transparently, being accessible to your team, and actively participating in collaborative activities.  

Remote work doesn’t have to come at the expense of productivity, collaboration, and communication. In fact, allowing your team to work remotely can significantly expand your talent pool, allowing your up-and-coming business to access even more competitive, qualified candidates. 

Thinking about growing your startup team? Get in touch with Viaduct today. 

This blog was authored by Viaduct’s Tom Hausler.

Developing a maternity and paternity leave policy for your startup is crucial for attracting high-quality candidates and supporting your employees through major life events. As a growing business, however, you may not know where to begin. 

In the United States, employees who qualify for the Family and Medical Leave Act (FMLA) may be eligible to receive up to 12 weeks of unpaid leave, but as of 2023, just 27 percent of all private industry workers had access to paid family leave. 

In this blog, we’re sharing some tips to consider when creating and implementing a parental leave policy that benefits your staff and ensures continuity within your organization. 

Legal Compliance: First things first—ensure your maternity and paternity leave policy complies with all relevant federal, state, and local laws. Some states have implemented their own mandatory and voluntary paid family leave policies that employers need to be aware of. 

Research Existing Policies: Look into parental leave policies that other startups and established companies in your industry have implemented. To avoid pitfalls and understand best practices, talk to your counterparts and peers to see what’s worked for them (and what hasn’t). 

Inclusive Language: Use inclusive language in your policy to accommodate all types of families, including same-sex couples, adoptive parents, and non-biological parents. 

Related: How to Create a Startup Company Culture That Values Diversity and Inclusion 

Duration and Flexibility: Determine the duration of parental leave you want to provide to employees. Some employers choose to offer a combination of paid and unpaid leave that can be taken during a certain timeframe. 

Benefits and Compensation: Decide whether parental leave will be fully paid, partially paid, or unpaid. Consider offering additional benefits, such as healthcare coverage during leave or the option for employees to use accrued paid time off. 

Eligibility Criteria: Clearly outline the eligibility criteria for parental leave, including length of employment and whether the policy applies to both full-time and part-time employees. 

Communication and Documentation: Clearly communicate your maternity and paternity leave policy to all employees and provide them with the necessary documentation to understand their rights and responsibilities. Include this information in your employee handbook so staff can access it as needed. 

Transition Plan: To ensure a smooth handover of responsibilities, work with employees to develop a transition plan before they go out on parental leave. This should include the individual’s current and ongoing tasks and projects. 

Continuous Evaluation: Regularly review and update your parental leave policy to ensure it aligns with the evolving needs of your employees and the goals of your startup. Solicit feedback from team members who have utilized the parental leave policy to find out what they like and identify areas for improvement. 

Promote Work-Life Balance: Encourage a culture that values work-life balance for all employees—not just parents—and allows staff to manage their personal and professional responsibilities effectively. 

Why Should Startups Develop Parental Leave Policies? 

Parental leave consistently ranks among the most desired benefits among employees. Creating a comprehensive parental policy can demonstrate your commitment to your employees’ well-being and help cultivate an organizational culture for your startup that puts people first. 

Other benefits, such as childcare assistance, Flexible Spending Accounts (FSAs), Health Savings Account (HSAs), and flexible work arrangements, can also help your company stand out to working parents looking for their next opportunity. 

For more tips and best practices on how your startup can find and retain top talent, visit the Viaduct blog or contact us today.  

Interning with a startup can be a great opportunity for students, recent graduates, and people early on in their careers who want to gain valuable experience and grow their professional networks. But how can you find the startup internship that’s right for you? And what can you do to set yourself apart and ensure your resume gets noticed? The Viaduct team is sharing 10 tips to help you in your search. 

Related: What Makes Working at a Startup Special? 

  1. Do Your Research: Startups vary in size and structure. Some teams that are just starting out might only be a few people, while a more mature company may employ dozens or even hundreds of people. Take the time to research different startups and find those that align with your interests, skills, and career goals. Look for startups in industries that you want to learn more about or that are working on projects you find interesting. 
  2. Build Your Network: Networking is crucial when it comes to landing an internship at a startup. Attend networking events, industry meetups, and startup pitch competitions to meet founders, employees, and industry professionals. Be sure your LinkedIn profile is up to date and use the platform to connect with people in the startup ecosystem. If you’re a student or recent graduate, tap into your school’s career services or alumni network to leverage resources and meet people who may be able to guide you in your search. 
  3. Tailor Your Resume: Customize your resume and cover letter to highlight relevant experiences (clubs, projects, classes, previous internships), hard and soft skills, and achievements that make you a good fit for the startup.  
  4. Craft a Good Cover Letter: A cover letter is a great way to showcase the reasons you’re interested in interning with a growing organization and share more about your background. Startups are typically looking for interns who can hit the ground running. Use your cover letter to highlight your technical skills, problem-solving abilities, adaptability, and willingness to learn. 
  5. Be Proactive: Don’t wait for internship openings to be advertised. Reach out to startups directly to find out about internship opportunities, even if they’re not actively hiring. 
  6. Demonstrate Passion and Enthusiasm: Startups want interns who are passionate about their mission and excited to contribute to their growth. During any interviews and interactions with the team, communicate your enthusiasm for what the company is doing and where they’re headed. Take time to familiarize yourself with the startup’s origin story and any big milestones. Follow them on social media to keep a pulse on what’s going on within the organization. 
  7. Prepare for Interviews: Research the startup thoroughly and prepare thoughtful questions to ask during the interview. Be ready to discuss your past experiences, skills, and how they relate to the internship role. Practice your responses to common interview questions. If the interview is in-person, consider bringing a few copies of your resume. Consider taking notes during the interview so you can incorporate some key points into your follow-up email. 
  8. Be Flexible and Adaptable: Startups operate in a fast-paced environment where things can change quickly. Show that you’re flexible, adaptable, and willing to take on new challenges and learn new skills. Think about real-life examples where you’ve displayed these attributes. 
  9. Seek Feedback: If you don’t land an internship after applying or interviewing with a startup, don’t be afraid to ask for feedback. Constructive feedback from startup founders and employees can help you identify areas for improvement and refine your approach for future opportunities. 
  10. Follow Up: After interviews or networking events, send a thank-you email to express your gratitude for the opportunity to connect. Reiterate your interest in the internship and why you’re excited about the possibility of working with their team. 

Interested in interning or working for a startup? Head over to the Viaduct Job Board to see open positions—and good luck with your search! 

Related: How to Build a Successful Internship Program for Your Startup 
This blog was authored by Viaduct’s Director of Recruiting and Business Operations Tom Hausler. 

To fill critical gaps on their leadership teams, especially during times of transformational growth, more organizations are turning to fractional executives to round out their C-suites. 

In this blog, we’re answering some frequently asked questions about fractional executives and sharing some of the reasons why businesses are considering this type of hire. 

Who is utilizing fractional executives? 

A fractional executive can bring value to any organization, but there are two types that likely stand to benefit the most. 

Related: Should You Hire Fractional Executives at Your Startup? 

Which roles can a fractional executive fulfill? 

When fractional leadership first began to emerge, businesses primarily outsourced specialized roles like Chief Financial Officers and Chief Marketing Officers. Today, fractional executives can be found in a wider variety of roles, including Chief Operating Officer, Chief Technology Officer, Chief Growth/Sales Officer, and Chief Human Resources Officer, among others. 

Related: 7 Interview Questions to Ask Chief Technology Officer (CTO) Candidates 

What makes a good fractional executive? 

Unlike consultants, fractional executives are embedded and accountable members of their leadership teams, according to Chief Executive. The most effective fractional executives are those who can hit the ground running and immediately begin to address the obstacles or challenges an organization is facing. 

Fractional leaders are often former executives or consultants who can offer high-level, strategic guidance, adapt quickly, and work collaboratively. 

How can a fractional leader benefit my organization? 

Aside from filling important skill gaps on your leadership team, there are numerous key benefits to hiring a fractional executive, such as: 

What are the potential pitfalls of hiring a fractional executive? 

A fractional executive usually dedicates a fixed number of hours to your organization each week or month, which means limited access. As such, their role and responsibilities may also be more narrowly defined than a full-time employee’s. Depending on your organizational culture and needs, this setup may not be the best option for your team.  

How much will it cost to hire a fractional executive? 

When hiring a fractional executive, you’re paying for their top-tier knowledge and expertise. As such, they can bill $300 to $500+ per hour. Typically, fractional executives are hired for a minimum of three months—anywhere from 20 to 40 hours per month—and work virtually. Businesses should expect to pay more if the executive is required to be onsite. 

Summary  

For companies undergoing periods of growth and transformation, hiring a fractional executive can be a great move—and our team at TalentRise can help you find the leader that meets your needs. To learn more about our fractional executive placement services, contact us today. 

Related: Why Do Companies Use Executive Search Firms? 

This blog was authored by Carl Kutsmode, Senior Vice President of TalentRise and Viaduct. 

Developing a job application process for your startup is crucial for attracting top talent and ensuring the right fit for your company culture and needs. Here are some steps to help you create an efficient and effective job application process that will support your organization’s growth and success. 

Define the Role: Start by clearly defining the role you’re hiring for. Write a detailed job description outlining the responsibilities, qualifications, and skills required for the position. Think about your budget for the position, as this will influence the experience level you’re hiring for. All this information will help candidates understand what the role entails and whether they are a good fit. A good job posting should also include details like salary range, benefits and perks, and location. Avoid using abbreviations or acronyms that may cause confusion, and steer clear of any biased language. 

Related: How to Write a Successful Job Posting 

Promote Your Job Online: If you don’t have one already, you’ll want to create a careers page on your organization’s website to house available job opportunities. This webpage can include language about your company values and culture to potential applicants. It’s also a good place to spotlight current employees. Beyond your own website, you’ll want to promote the role on platforms like LinkedIn and Indeed, as well as industry-specific job boards. 

Related from Aleron Group partner TalentRise: Communicating Corporate Culture Through Employer Branding 

Develop a Seamless Application Process: Using an applicant tracking system (ATS) can help you streamline the application process, manage resumes, and track candidate progress. The application itself shouldn’t be so time-intensive or complicated that it discourages jobseekers from pursuing the opportunity. Employers often wonder if they should require a cover letter—and there’s no single correct answer. Although this requirement can certainly deter some candidates, it can also be an opportunity for jobseekers to explain gaps in their resumes, career transitions, or what they’re seeking in a new role. 

Screen Resumes: Review resumes carefully to shortlist candidates who are qualified for the role. Look for relevant experience, skills, and achievements that align with the job requirements. While not always necessary, previous experience working in a startup environment can be valuable. Candidates who have experience in startups may be more familiar with the unique challenges and dynamics of startup culture. 

Conduct Initial Assessments: There are a variety of assessments that can help you evaluate a candidate’s fit. The Predictive Index (PI) Behavioral Assessment brings value to the hiring process by offering insights into a candidate’s natural workstyle, motivators, and needs in the workplace. 

Related: Should You Include Assessments in Your Startup Hiring Process? 

Coordinate and Conduct Interviews: Schedule interviews with shortlisted candidates. This stage is a good time for applicants to meet with company leadership and others they might be working with directly. Be mindful of the candidate’s time, and think about the number of interviews you anticipate. While you want to give key team members the opportunity to meet with the candidate, you don’t want to put your applicants through so many interviews that it slows down the process or exhausts the candidate. During the interview process, focus on assessing their skills, experience, cultural fit, and alignment with your company values. Use a mix of behavioral, situational, and technical questions to gather insights into their capabilities and suitability for the role. 

Related: 8 Startup Interview Questions to Ask Candidates 

Collect Feedback: Gather feedback from interviewers and stakeholders involved in the hiring process to evaluate candidates as objectively as possible. This will help you make informed decisions and ensure consensus on hiring choices. 

Make the Offer and Start Onboarding: Once you’ve identified the best candidate, extend a job offer. Remember that competitive candidates may be pursuing other opportunities, and if you delay, you could end up missing out on a great hire. Provide clear details about the compensation package, benefits, and start date. You’ll also want to develop an effective onboarding process to welcome new hires and set them up for success in their roles. 

Notify Other Candidates: Don’t overlook the candidates who didn’t make the cut. Thank them for applying and when appropriate offer some context as to why you selected someone else. Employers should deliver a positive candidate experience for everyone, even if the outcome isn’t in their favor. You can also direct these individuals to your careers page where they can keep an eye out for opportunities in the future. 

Continuous Improvement: Continuously evaluate and refine your job application process based on feedback from candidates, hiring managers, and team members. Identify areas for improvement and implement changes to make your hiring process better over time. 

By following these steps, you can create an effective job application process that attracts top talent, identifies the right candidates, and fosters a positive candidate experience for your startup. 

To learn more about Viaduct’s recruiting services for startups, contact us today. 

This blog was authored by Viaduct Director of Recruiting and Business Operations Tom Hausler. 

Given that March is Women’s History Month and March 8 is International Women’s Day, we’re diving into the state of women entrepreneurs and the important role they play in creating and growing startups and other emerging businesses. 

Women Entrepreneurs on the Rise 

Women represent more than half the United States population and are vital to our workforce and economy. In recent years, particularly since the pandemic, female entrepreneurship has been on the rise. 2022 marked the third consecutive year that women created about half of new U.S. businesses, compared to just 29 percent before the pandemic. 

Survey data from Guidant found that women small business owners were primarily motivated by being their own boss (27 percent) and dissatisfaction with corporate America (23 percent). The majority of women business owners are Gen X (55.7 percent), followed by Boomers (29.9 percent) and Millennials (14.4 percent). 

In another report, 64 percent of women business owners cited the need for flexibility as the reason they started a business. The same report shared that female entrepreneurship is growing most quickly in markets outside of the country’s largest hubs, including Louisville, Oklahoma City, Hartford, Columbus, Raleigh, Nashville, Baltimore, Charlotte, Pittsburgh, and Portland. 

Venture Capital Funding for Female-Founded Startup Lags Behind 

Over the last 15 years, venture capital investments have grown exponentially, going from $29.9 billion in 2006 to a peak of $345.4 billion in 2021. But VC funding for female-founded startups hasn’t increased at the same rate. According to PitchBook, female-founded startups received 7 percent of VC deals in 2023. This translates to just 2 percent of the total capital invested in venture-backed startups nationwide. 

Women are also underrepresented when it comes to investors, accounting for less than 15 percent of check-writers in the U.S. 

Despite this concerning trend, female founders are performing well. Research shows that companies founded by women had 63 percent higher multiples on invested capital and generated 78 cents in revenue for every dollar invested, compared to male-founded companies which generated 31 cents in revenue for every dollar invested. A study by BCG also found that companies with gender-diverse leadership teams were 15 percent more likely to financially outperform their peers. 

Related: Women at Tech Startups: Breaking Down the Barriers 

Empowering Female Entrepreneurs 

It’s important that we continue to empower women in the startup community, as well as those thinking about joining. When women succeed, it benefits us all. According to an analysis by Citi Global Insights, reaching gender parity in entrepreneurship worldwide could add $2 trillion to the global economy and create as many as 433 million new jobs. 

To set up women entrepreneurs for success, there are a few things we should focus on as a society:  

Related: How to Create a Startup Company Culture That Values Diversity and Inclusion