Jumpstart

I've seen 1000+ successful startup job offers past my desk.... and about 400 unsuccessful offers. Yep - hiring is tough, I agree. But founders (and yes, even the good founders) make the same mistakes over and over again. There are also a number of incredibly simple things that you can do to put yourself in the '1000 category' and not the '400'. And so... Next Tuesday 9th Dec at 12pm, I'm sharing a bit about what we as a team at Jumpstart have learned. Come along. You might learn something: e.g. do's & don'ts to get offers accepted e.g. salary benchmarks for (competitive) offers e.g. best practice in assessing candidates See you on Tuesday. Claim your spot here: https://lnkd.in/eXFDbcxN PS we're teaming up with Scribe on this one.

“What’s the difference between a Founder Associate and a Chief of Staff?” I hear you ask. They seem pretty similar: Both sit next to the founder to give them leverage. Both wear 12 👒. Both end up in meetings they didn’t know existed. But they’re not the same gig 👇 🧑🚀Founder Associates: They're the ultimate get-stuff-done machines. One week they’re building a hiring pipeline, the next they’re running growth experiments, and then they’re deep in ops fixing something at 11 pm. They live in decks, Notion docs, Airtable dashboards, and heroic last-minute process patches. 🧙♂️Chiefs of Staff: They zoom out a bit more. Their job is to make the whole company run smoothly — align people, set priorities, and turn founder chaos into something resembling structure. They’re knee-deep in OKRs, leadership cadence, board prep, and cross-functional coordination. Their output looks more like strategic plans, investor updates, and those all-important “let’s-get-our-s***-together” frameworks. Consequently, FAs thrive at pre-seed & seed (sometimes Series A) and tend to be early career (1-4yrs). CoS kick in at Series A and beyond — once you’ve got real teams, meetings, and chaos to coordinate. They tend to be operators (5–10 yrs) who’ve already earned a few scars. The dream setup? Hire an FA who grows into a CoS as both they and the company mature. We’ve seen this plenty with Jumpstart folk — with the likes of Charlotte Rowell at Zero Gravity and Aurelia Budiono at Doccla. — P.S. Jumpstart have created the largest community of Founder Associates in the world. We've connected 400+ with UK startups from pre-seed to seed. You can take a sneak peak at some of our top FA candidates below. 👉 https://lnkd.in/evwJkRVD

Very happy to be welcoming Oliver Fox to @Kernel! He’s joining our growth team and we’re super excited to have him start here. Ollie brings a unique mix of experience. He's an award-winning stand-up comedian, and someone who has produced and sold out his own shows end-to-end. Thanks to Jumpstart & Matthew Sarre for making the process so smooth. We’ve hired a number of times via Jumpstart and I can’t vouch enough for their consistency in finding high quality people.

The CompliMind team is growing… Super happy to be welcoming the WONDERFUL Charles Walker to CompliMind! He comes in as Chief of Staff and we're delighted to have him onboard. Charlie brings a brilliant mix of experience and skills to the table: 🚀 Co-founded a startup 🧑🏫 Advised an incubated startup 🧠 Ranked 1st in his Bioscience Enterprise Master's from the University of Cambridge. We’re super excited about the impact he’s already bringing (and will continue to bring!) to the team. P.S. Shoutout to Jumpstart & Matthew Sarre for making the process super smooth. Got connected with some brilliant candidates and Charlie was the pick of the bunch! P.P.S we’re currently hiring for a founding engineer and customer success lead. Please do get in touch - there’s never been such a good time to join CompliMind!

Do NOT hire "good" people. Hire outliers. Do that by hiring Jumpstart. See a sneak preview of some of our outliers: https://lnkd.in/eC6_HpkD PS thanks Lestat McCree over at Healf for the nice (unsolicited) words.

"Hiring at a startup is like trying to build a rocket while flying it." This line from Oliver P. at yetipay stuck with me. In short: It's super hard to hire high calibre people, consistently, when everything feels as if it's on 🔥. e.g. yetipay were dealing with extraordinary payment volume (£400M+ pa) but ALSO needed to double their headcount within a year. They needed a place to find reliably highly talented people. And that's why they turned to Jumpstart. So far, they've hired seven (yep - 7!) Jumpstarters into generalist and sales roles. Luke Pannell, yetipay's Head of Ops (and a Jumpstart Alum himself!) put it this way: "With Jumpstart you are working with the top 1%, which means that ambition and hustle are already a given. It just makes it so much easier to focus on finding the right cultural fit" Love hearing stories like this from our platform users. If you're also in growth mode and could use exceptional talent, check out our handpicked candidates here: https://lnkd.in/eZhNSxbU