Let me guess your morning routine. You wake up, brush your teeth, take a shower and have lunch. Then, you take a bus or tube while reading a book or listening to music. On the way to the office you grab a coffee, meet your colleagues and spend some time chatting with them. After lunch, you do some work, then head back home where you do your evening routine and finally go to sleep. Am I too far off?
An outline on how to best manage your finances and resource your team at each stage of growth.
Venture-backed companies — as well as those seeking VC funding in the near future — have a unique and challenging journey in understanding and managing their finances. Your specific challenges change constantly as the business progresses from the initial ideas stage to the first and second rounds of institutional financing.
To better understand how to resource for your finance team, it is worth first recognizing the core functions of any finance department.
This is the dreaded question. Basing salary negotiations around current remuneration not only limits your personal salary growth, but also entrenches existing pay gaps across gender, race, and background. Immigrants for example often (although not always) start on lower salaries compared with their UK born counterparts; therefore adjusting salary based on “current” remuneration is never going to shift the dial.
This piece however is not a comment on the social order of things. …
For high growth companies, hiring many people (and doing it well) is an ongoing challenge. We’ve compiled our top tips for establishing a structured interview, helping leaders to interview well, and making sure the time spent is productive and useful for both sides.
I learnt this tip from an old boss of mine, and it’s a brilliantly simple and effective tactic for a structured interview. Ahead of face-to-face interviews, top and tail the interview slot by 15 minutes, giving yourself time for interview preparation and reflection.
If the candidate is great you will: a) have a better chance of accurately…
We have come to expect things to be customised for our needs in almost every aspect of our lives. As consumers — from digitally viewing how clothes appear on our bodies to patient-tailored drug combinations — it seems customisation is an unstoppable trend and one that is reaching the world of work. Professionals are increasingly valuing choice in their working patterns. In fact, research published by HSBC shows that we are now valuing flexibility (choice in schedule) over the formally highly attractive financial incentive.
However, this customisation — this desire for more ownership over how one works presents a challenge…
This is a question we hear regularly as no one wants to be overpaying (unless you’re Google and Facebook,) and underpaying means you’re at risk of staff being poached.
Historically, companies have looked at previous salaries and the competition to establish the price of a role. This simplistic model results in a lot of standardisation around how people are paid, particularly in established sectors such as Management Consultancy and Financial Services.
MEDIAN(competition + past salary) = Price (status quo)
In an effort to correct the gender pay gap and stop perpetuating the status quo, new legislation has come into effect…
Hiring a new member of your team could be the most important decision you make for the health, success, and growth of your business. Yet the typically unwieldy and cumbersome process of recruitment is often met with dread.
We work with hundreds of founders, business leaders, and hiring managers to help them 1) understand who they need to support their company and 2) find a perfect fit for long-term success — in the most efficient and effective way possible. One tool we use to ensure a perfect match is the Hiring Canvas.
The Hiring Canvas is a simple framework for…
We help businesses adopt flexible work arrangements. Here’s what we’ve learned to help you get started.
Historically, flexible working has been defined as part-time and reserved for those with parental responsibilities. But a recent shift in this definition has allowed for a greater number of people to consider it as an option:
Flexible working = The freedom for professionals to (re)gain control of their working schedules
Subtext = Greater work-life balance.
For the “white collar” professional we believe this encompasses three types of flex:
1. Part-time (2–4 days per week)
2. Full-time with flexibility on hours and/or location
It is becoming widely accepted that flexible working is for the many, not just for those juggling family responsibilities. Our customer research has shown that some roles are particularly well suited for hiring flexible workers. From this research and our placement records, we have listed the best 7 business roles for flexible working and explored the reasons why:
Why does it make sense for companies to adopt flexible working for these roles? 1. That’s where the talent is (pull) and 2. It makes the most…
Flexible workers perform many functions: meeting increased demand for services during periods of fluctuation, filling gaps throughout recruitment drives or taking on permanent roles that allow for more fluid structures.
Through the course of hiring and managing them, three key points have been highlighted which can, and should be, applied to all employees.
With 86% of workplace failures blamed on a lack of communication, its power should never be underestimated. When it comes to managing flexible workers, there are two key parts to any communication strategy and a successful business could not function without both:
@JuggleJobs Employment, Simplified: Recruitment, management and support for professional flexible work.