Iselde van Beurden on LinkedIn: 268% higher failure rates for Agile software projects (2024)

Had a great chat Ruud van den Beukel from Merlin | Software for Crisis. Even amid tough times, they've kept growing steadily.How, you ask? Ruud was straightforward: "Mastering hiring is crucial. If you're at the helm and haven't nailed this yet, it's time to level up."This resonates deeply, especially in tech. We're often so focused on product development or securing the next round of funding that we forget the importance of strategic hiring and solid team building.Key insights from our chat:👉 Hiring is foundational: Align every role with your company’s long-term vision.👉 Build for resilience: Merlin didn’t just survive the pandemic; they thrived. We need teams that excel in any condition, so hire those who have a growth mindset!I completely agree with Ruud, hiring is not just part of your strategy—it is your strategy.And if you want to hear more from Ruud, he was featured on a podcast episode of my friend Florian Hoornaar last year!

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If I Were Job Hunting in the Dutch Tech Scene... 🌟🔍Following my last post on the critical importance of meaningful job descriptions, I was asked where I would look for opportunities in the Netherlands today.Of course, as the founder The Entrepreneurials, I gravitate towards startups or scale-ups where innovation and an entrepreneurial mindset is appreciated.Besides that, here are the key factors I consider:1️⃣ Funding: Is the company financially robust to support growth and innovation?2️⃣ Product/Market Fit: Simple, is it there? 3️⃣ Does the product really add something, or is it just a me2? Here’s a curated list of companies that meet these criteria:Data Management and AnalyticsA-INSIGHTS: Current customer - exceptional company. Matrixian Group: Leaders in location intelligence.Datenna: Data intelligence experts on Chinese markets.SteelTrace: Blockchain innovators in the steel industry.AI and RoboticsSlimmer AI: Tailoring AI to business needs.Nicolab: AI-driven solutions in stroke care (and former colleagues from my NLC days! 👋)Microsure: Robotics precision in microsurgery.Innatera Nanosystems: Cutting-edge in neuromorphic computing.Vitestro: Robotic automation in healthcare.Healthcare and Life SciencesVerdify: AI-driven personalized nutrition.Cradle: Innovators in biotechnology.Sustainable Tech SolutionsSODAQ: IoT solutions for sustainability.Circularise: Blockchain for circular economies.E-Commerce and Digital MarketplacesWhoppah: Marketplace for quality second-hand goods.Convious: Enhancing e-commerce in leisureCybersecurity and ComplianceEasee: Cybersecurity pioneers.ThreatFabric: Mobile security experts.Insify: Simplifying digital-age insurance.Financial Technology and ServicesSilverflow: Next-gen payment processing.Qogita: Streamlining wholesale transactions.Equip: Financial wellbeing solutions for employees.Operational Efficiency ToolsSwipeGuide: Intuitive operational software.xential: Smart document management.Cloudprinter.com: Pioneering cloud-based printing.Triall: Blockchain-enhanced clinical trials.GRESB: Leaders in sustainable investment assessments.Xillio: Advanced content migration and integration.Emerging and Other TechnologiesGoodHabitz: Engaging online professional training.orq.ai: Innovators in quantum computing.BOTS Capital: Sophisticated trading algorithms.The final and personal criterion is if the company's mission and values match my own - something only you can decide!Anyone I missed?

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Tech companies often perfect their pitches to investors and customers but overlook a crucial audience: future team members.Standard job descriptions loaded with tasks and requirements but missing the 'why' and the specific outcomes expected from the role. The result? The attraction of candidates who don't align with the company's strategic goals and objectives and money spent on recruitment and employer branding are wasted. But it’s not all doom and gloom!👉 Here's some Dutch tech companies raising the bar: TheyDo - Journey Management: Absolutely fantastic all around. Their careers page starts with a super clear why, and they outline they big picture and their day to day in their JD's. Circularise: They list clear expectations in their Job descriptions, what do they expect from candidates 30 days, 60 days and 90 days from now? Neople: Lovely button on the founders LinkedIn pages with "Join the Neople Family' That takes you to their websites. Xomnia: Link to book a coffee with on their TA team for candidates to discuss their fit before committing to applying.And of course, A-INSIGHTS, who were already well under way, and with our support, are improving even further. 👏 ✨Jochem van der Veer Matt Moralo Langan Jordi de Vos Mesbah Sabur Huwaida Ammari Tughar Hans de Penning Bas Ploeg Menno Zevenbergen Jordi Hompes William van Lith Ollie Dapper

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If you had a magic wand and could design your dream job, what would it be? 🪄 This question is my go-to for uncovering what truly drives candidates. Listening closely to their answer is crucial. Are they describing a work environment that aligns with the role I’m offering, or something completely different? Don’t shy away from challenging them: "The role you’re describing seems quite different from what we have. How do you see that?" Understanding their dream job helps ensure the role we’re offering aligns with their professional aspirations and helps prevent misfits for both sides. What's your favorite interview question? #Recruitment #JobFit #ProfessionalGrowth

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Want to help scale a data company from 35 to 🚀?This is the role for you 👇

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Growth isn't just about market reach; it’s fundamentally linked to who you hire. For A-INSIGHTS, we transformed their approach to scale smarter, not just faster.✅ No rushing to fill roles. Focus on hiring a People and Culture Lead first, ensuring their team's growth is supported by a strong foundation from day one.✅We overhauled job descriptions to reflect the true scope and impact of each role and the expectations of the candidates. Remember, retention starts during the recruitment process! ✅ Traditional hiring reacts to immediate needs. Together, we're identifying the skills and roles the company will likely need in the future and anticipating those, not just those currently vacant.Next Steps: We're rolling out workshops focused on interviewing, including my favourite trope: interviewing for a growth mindset (remember guys, your hiring can only be as good as your interviewing!)📬 Let’s Connect: Want to see how strategic hiring can revolutionize your business growth?Oh, and whilst I have you, does anyone know of a brilliant People & Culture Lead for this incredible team? 👉 Link to vacancy: https://lnkd.in/eZ4kdP6N#PeopleandCulture #StrategicHiring #FutureOfWork

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Retention starts with the first phone call. 📞 We recently placed a candidate in a role by being upfront and honest about job expectations—warts and all! This transparency led to a successful match and long-term retention, even though the role wasn’t perfect. Did you know 60% of employees feel their job roles don’t match what was promised during interviews? This mismatch often leads to higher turnover. We know, because we get calls from these disappointed candidates every day! Being honest and clear from the start helps build teams that stick around. #EmployeeRetention #RetentionStrategies

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Blockbuster & The Cost of Traditional Recruitment - A Post Mortem 👇 Blockbuster, once a giant in video rentals with thousands of stores worldwide, failed to adapt to the rise of digital streaming. By 2010, Blockbuster filed for bankruptcy, while competitors like Netflix thrived, and their recruitment strategy had a lot to do with it: Recruitment Strategy Failures: 1️⃣ Sticking to Traditional Roles: Approach: Blockbuster continued hiring for people with hard skills and experience in established industries. Impact: This resulted in a workforce that lacked the entrepreneurial mindset and adaptability needed to pivot to digital platforms. 2️⃣ Overlooking Visionary Talent: Approach: recruit forward-thinking candidates who could envision and drive the future of entertainment technology. Impact: This oversight prevented Blockbuster from developing a competitive digital platform and adapting to changing consumer preferences for online streaming. Without visionary leadership and innovative thinkers, Blockbuster struggled to foresee and react to market changes, leading to missed opportunities in digital transformation. Key Figures: ❌ Store Closures: From over 9,000 stores at its peak, Blockbuster closed nearly all locations by 2010, leaving just one store open as of 2023. ❌ Market Decline: Blockbuster's market share vanished as Netflix’s subscriber base grew from 23 million in 2011 to over 220.6 million in 2023. ❌ Financial Collapse: Blockbuster's revenue plummeted from $6 billion in 2004 to near zero by its bankruptcy in 2010. Lesson: Blockbuster's failure to adapt its recruitment strategy to the digital age led to its downfall, and is a cautionary tale about the importance of forward-thinking recruitment. Companies must recruit not just for now, but for the future - Prioritizing candidates with an entrepreneurial mindset who can drive innovation, foresee changes, and adapt helps navigate industry shifts and achieve long-term success. That's why at The Entrepreneurials, we specialize in identifying and recruiting talent with that entrepreneurial mindset. Follow us for more case studies and actionable insights. ✨

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Was at Upstream Festival yesterday. Conclusion of the day? Tech job market is in fact a mess 👇

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