Chris Haslam

Move

Move is the on-demand talent team for many of Europe's fastest-scaling tech companies 🚀

We empower our clients by dedicating a team of expert in-house talent partners on a monthly rolling subscription. We guarantee that our clients will reduce the cost and time of building game-changing teams.

We specialise in building great teams in:
👩‍💻 Tech
💰 GTM & Sales
📈 Growth and Marketing
📱 Product & Design
🏠 Operations

If you've got this far, let's start something amazing chris@wearemove.com.

Co-Founder

TA Tech Unboxed

Podcast Co-Host

Monese

Talent Advisor (via MOVE)

Divido

Microsoft

Framestore

Live Tech Games

Handshake

LaunchDarkly

Spryker

Talent Advisor & Co-founder, Move | exp. scaling 200+ teams | Sharing hiring tips for startups

Bad hiring costs thousands, spooks investors and slows growth 😱. 

Our TaaS ('Talent-as-a-Service') model ensures you get it right when you most need to. We’re experts at securing top talent that thrives in early-stage tech businesses. And, we’ll set you up for hiring success so you can do it without us in the future 🚀

We specialise in building great teams in:
👩‍💻 Tech
💰 GTM & Sales
📈 Growth and Marketing
📱 Product & Design
🏠 Operations

Work with your own dedicated, expert talent team on a subscription basis during periods of growth. No long contracts. Guaranteed hires. 

🤝 Trusted by top companies including; SeedLegals, Monese, Microsoft, Farewill, Visionable, Percent, Spryker, and LaunchDarkly, to name but a few of our awesome partners. 🎉

Don't take our word for it, check out our testimonials page 👀

🚀 https://www.wearemove.com/testimonials 🚀

Move is the on-demand talent team to many oof Europe's fastest scaling tech companies 🚀

We empower our clients by dedicating a team of expert in-house talent partners on a monthly rolling subscription. We guarantee that our clients will reduce cost and time of building game-changing teams, 

Our current clients include:
SeedLegals, Monese, Collibra, Spryker, LaunchedDarkly, Microsoft, Farewill, Cuvva, Machine Max, Ditto Bank/Travelex, Argent, FutureLearn, Houzz, Kamet Ventures, Anorak Technologies, Birdie Care, Topham Guerin, SharpEnd, The Tin, Unit 9, Nucco Brain, Possible, Gravity Global, BigLight, Rehab Studios, Edelman.

We specialise in building great teams in:
👩‍💻 Tech
💰 GTM & Sales
📈 Growth and Marketing
📱 Product & Design
🏠 Operations

If you've got this far, let's start something amazing chris@wearemove.com.

I Embed into awesome wee hyper-scaling companies as a Talent Leader to help them double, triple, quadruple in size. 
I'm a RecOps & Data nerd who is obsessed with LEAN and marginal gains....and Barbecue. Also obsessed with Barbecue.

Luke Eaton

Recruiters! Moving from agency to internal? Here's four tips to help you smash it from day one 👇


1️⃣ Set Your Own Structure

- No more morning stand-ups or call targets sounds good, but no one’s gonna structure your day for you.

- Be proactive. Block daily time for sourcing, stakeholder chats, and admin. Your future self will thank you.


2️⃣ You’re Now Surrounded by Non-Recruiters

- No instant recruiter camaraderie might feel weird at first, but it’s a huge opportunity.

- Learn from other functions. Dive into project management, marketing, or dev teams. Level up your skills massively.


3️⃣ Your Agency Tenacity is a Secret Weapon

- Some internal teams don’t actively source. You can nail it quickly by leveraging that sourcing hustle. 

- Treat your new internal role like a fresh agency desk. Spend at least one focused hour daily on proactive sourcing, MINIMUM.


4️⃣ Cut the sales BS.

- Drop the pitch, start asking questions. Understand first, solve second. 

- You are on the same team as the stakeholder and you are already trusted, or you wouldn't be there. Just listen with a view to solving business problems.


These are all personal tips that I learned though experience. 

Have you made that switch? What helped you ? Drop your best tips below!

-----------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my weekly newsletter.

Director of Talent Acquisition | Data-Driven Recruitment | I help tech start-ups grow

Recruiters! Your interviewers aren’t mind readers, so give them a proper briefing! Here’s how👇


We love to complain about inconsistent interviewer feedback, but are you really setting them up for success?

A 60-minute hiring manager training once a year isn’t enough, and then we act surprised when interviewers wing it, focus on the wrong things, or give conflicting feedback.

A simple fix [drumroll please Pete]...... Write it down.

Not just a dusty Notion page no one reads, embed it into the process itself.

Here’s how:

1️⃣ Build Interview Briefings into Your Kickoff Call

- You already have all the info. Take 10 minutes after the call to create clear instructions on what to assess and why.
- Define key competencies, sample questions, and scoring guidelines.


2️⃣ Automate & Embed It into Your ATS

- Ashby does this brilliantly with built-in briefing sections for interviewers. But even if your ATS doesn’t support it, send a quick pre-brief manually.
- The day before the interview, send a message, “Hey, quick reminder, here’s what we’re looking for in tomorrow’s interview.”


3️⃣ Make It a Habit, Not an Afterthought

- Treat it as a non-negotiable part of your process.
- The best interviewers appreciate the structure. And the worst need it the most.

A real talent partner is an enabler for better hiring decisions.

So stop hoping for consistency and start creating it.

How do you make sure interviewers are prepped? Drop your best tips in the comments!

-------------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

Recruiters I’ve led dozens of TA tool and system implementations. Before you open your wallet to solve a problem with a shiny new tool, run through these three rules first 👇 


1️⃣ No tool can outperform bad governance.

If your interviewers are taking 10 days to submit feedback, no AI scheduling tool is going to save that.

You need to have the awkward conversation. Define roles. Fix the behaviour.
The best tool in the world can’t fix “no one’s actually doing the thing.”



2️⃣ Tools are NOT Solutions.

Vendors love calling them “solutions.” to stop you asking one important question "Does this solve my problem?"

Tools make solutions an order of magnitude easier to implement. They aren't the solution themselves. So if you don't know how you want to solve your problem, don't start shortlisting tools. Spend more time looking at your problem. 



3️⃣ Draw it

Flowchart your current and future state
It costs nothing, and it’ll teach you more about your hiring process than any dashboard ever will.
Once it’s visual, you’ll spot the redundancies, gaps, and blockers instantly.

So....

Governance before systems.
Tools aren’t solutions.
If you can’t draw it, you can’t fix it.

Follow those three rules, and you’ll make better decisions, save money, and build a hiring engine that actually works.

How do you assess whether your problem is tool shaped and not human shaped, or SOP shaped? tell me in the comments!!


------------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my weekly newsletter

Recruiters! Here are three tools I use every day that aren't recruitment tools, but make me WAY better at recruitment 👇 


1️⃣ Miro (or any white boarding tool)

You are surrounded by processes.

- Some of them you control.
- Some of them interact with the ones you control.
- Some of them you don’t control at all.

Trying to understand that properly in a written doc is really hard.

When everything lives in text, you lose the ability to see your work in the context of the wider business.

This is why white boarding tools are so powerful for us recruiters

Being able to flowchart your recruitment process:

- Makes dependencies obvious
- Shows where things slow down
- Highlights handoffs you don’t actually own

It’s also super useful in practice as a visual aid for:

- Role kick-off and requirements calls
- Aligning on agreed process and governance
- Creating quick visual demos for stakeholders
- OKR planning with your recruiters

You can pack a lot of information into a small infographic.

There are loads of free tools too. Google Draw works, I think there are some open source ones too. I just think Miro is the best.



2️⃣ Trello (or any simple Kanban board)

Let me guess you tried Kanban style to do lists and they didn't work for you?

It failed because you put massive, multi-variant tasks on them and then wonder why nothing moves.

Things like “Fix the interview process” or “Learn Portuguese” dont belong on to do lists.

That’s not a task. That’s a project. Or a lifestyle choice.

My to-dos have to be brutally specific:

“Email Steve about the shoes by Monday” ✅

I use a very simple Kanban setup:

To do
Doing
Done

The Doing column is important.

That’s where things live when I’ve done my part, but someone else hasn’t.

It helps you spot blockers, follow up, and keep your throughput moving instead of quietly stalling.

And then on a Friday, I archive everything in Done.

It’s weirdly satisfying.
Like cleaning your desk at the end of the week.

(nerd alert) you can also vibe code your own board if you want a project.



3️⃣ Google Calendar (time blocking)

This one is basically superpowers. If you aren't calendar blocking, self- flagellate, buy a copy of @Deep Work by Cal Newport then hop to it.

Anything that’s too big for a to-do list goes straight into my calendar:

- Focus time
- Writing a presentation
- Screening blocks
- Sourcing blocks

If it matters, it gets time.

The other benefit is how visual it is.

You can look back at previous weeks and ask:

- Did that actually work?
- Did I need more time?
- Less time?
- Different blocks?

You start tweaking and iterating toward an ideal week instead of reacting to whatever turns up.

There you go, simple tools, used well = massive gains.

How about you? what non-recruitment tools do you have up your sleeve that helps you with recruitment? Tell me in the comments!

Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

Recruiters! A bunch of you asked for a use case from yesterdays post on white-boarding. So, heres a free kick-off call framework in Miro 👇 



TLDR - It's a visual, interactive way to decide on interview plans during a kick off call that can be then downloaded and sent to all your stakeholders.

I find it useful. I'll send you a link to it if you ask in the comments.

-------------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter (issue 57 out today!!)

Recruiters! If you want to build reputation, credibility, and trust on LinkedIn, Do this 👇



1️⃣ Post more than jobs.

- Nobody cares about a cold job post from someone they’ve never engaged with. People engage with people.
- Share your insights about hiring trends, candidate experience, or industry-specific advice.
- Post about actual success stories, how you helped a candidate or hiring manager get a great outcome.
- Show your personality. I'm weird. being weird makes me sound weird. Do you know who doesn't sound weird? ChatGPT....


2️⃣ Be where your candidates are.

- If you’re recruiting engineers, stop posting in recruiter echo chambers.
- Follow, comment, and engage in their spaces.
- Jump into LinkedIn discussions, industry groups, and even non-LinkedIn platforms like Discord, GitHub, or Subreddits.
- When candidates already know your name, your outreach will get way more responses.


3️⃣ Use content like a sourcing tool.

- Posting attracts the right people.
- Share niche industry news, hiring advice, or common challenges in your space.
- Start discussions: “What’s the best technical interview you’ve had?” “What’s the one red flag in a job description?”
- The more you post about your niche, the more people find you instead of you chasing them.


4️⃣ Build your “social proof” portfolio.

- Ask placed candidates to endorse you.
- Screenshot great feedback (with permission) and post about it.
- When hiring managers or leaders give praise? Turn it into content.


5️⃣ Be consistent.

- Building your reputation takes time and repetition.
- Once a day or once a week, doesn't matter, just be consistent. Doesn’t have to be perfect, just be useful.
- Comment on industry posts. Engage, add value, start conversations.
- Keep showing up, so when someone needs a recruiter, they think of you.



So, how are you building your brand? let em know in the comments!!

-----------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in the comments for my free weekly newsletter.

Recruiters! I’m going to do something very stupid. I’m going to make a prediction about AI 👇 


Marketers are going to eat the micro-SaaS space.

The technical barriers to create a small app are gone. Anyone can now spin up a point solution with AI.

Sounds great for us. Recruiters with domain knowledge can finally build their own tools instead of begging vendors. Some might even sell them.

BUT

I’ve seen this before in ed-tech. When platforms like Kajabi and Thinkific made it easy to build and sell courses, at first the space was filled with real experts. Actual domain knowledge was being packaged up.

Now, I reckon 99 out of 100 courses are created by marketers. The rate-determining step is no longer quality. It’s who can sell.

And that’s exactly what’s about to happen to micro-SaaS.

We’re about to drown in AI-slop tools. 1 in 100 will solve a real problem. The other 99 will just look shiny on a landing page.

So my question to you. How do we tell the difference? How do we separate the products that genuinely add value from the noise?

Tell me in the comments!

-----------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my weekly newsletter.

Recruiters! First newsletter of the year has found its merry way to your inbox! This one is all about what to do when your career loses direction.  Check it out!


Hi 👋 Im Luke. I empower recruiters with data. wanna get data driven for free? check out my free weekly newsletter. link is in my bio.

Recruiters! How do you make decisions during the recruitment process? Pretty important thing to lock down. Here's three methods for you 👇 

Firstly, none of this is new, they are standard frameworks for decision making, BUT I hardly see these frameworks being actually used intentionally by recruiters. 

It's not trained into hiring manager, or documented, it's just decided on role for role. So until I stop seeing that, I'll keep banging on about it.

There are three decision models I see used over and over again:


1️⃣ Gated Decisions

Classic stage-by-stage model.

- Each interviewer owns their stage.
- They decide yes / no to proceed.
- Candidate moves forward only if they pass each gate.
- By the final stage, the decision-maker is only assessing their area.

Candidate reaches the end > Offer.

Pros

- Fast
- Clear ownership
- Scales well
- Low coordination cost
- Great for high-volume or early funnel stages

Cons

- One bad or misaligned interviewer = hard stop
- High risk of false negatives
- Not much context sharing
- Bias can hide unchecked

This works best when what you’re assessing is mostly binary:

Can they code this?
Do they have this certification?
Can they demonstrate this specific skill?

Right or wrong. Pass or fail.



2️⃣ Fully Collaborative Decisions

This is the full debrief model.

- Everyone interviews
- Everyone shares feedback
- Group discussion follows
- Final decision-maker weighs all input

Pros

- High signal
- Better calibration
- Reduced individual bias
- Stronger alignment on what “good” looks like
- Lower chance of false positives and negatives

Cons

- Slow
- Expensive (time + people)
- Hard to scale
- Decision fatigue is real
- Can drift into consensus theatre if the debriefs are poorly run

Works well when assessing:

- Competencies
- Behaviour
- Values & Culture
- Leadership judgment

More subjective stuff.

So, When signal is weak or subjective, solo decisions are risky.
When signal is strong and objective, group decisions are wasteful.


3️⃣ Hybrid

Early stages = Gated 

- CV screens
- Recruiter screens
- Technical or skills-based interviews

Late stages = Collaborative

- Cross-functional interviews
- Behavioural / values assessments
- Structured debrief with clear decision ownership


The idea is to make the top of funnel highly focussed on low level, skills based assessments that are binary, allowing for fast screening of candidates and simple gated decisions.

The bottom of funnel you have competencies, culture & comms interviews,  with a debrief for all stakeholders.

When done well it can :

- Reduce false negatives early
- Reduce false positives late
- Lower cost per hire
- Scale better
- Create better hiring decisions without turning every hire into a committee meeting

How about you? how do you govern the decision making part of your process? tell me in the comments!!

Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in my profile for my free weekly newsletter.

Recruitment Leaders! One hugely undervalued component of a high performing Talent Acquisition team? Cultural Leadership. Here's three examples 👇 


1️⃣  De-facto Buddies

- Buddy system or no buddy system, who will your new employees gravitate to? 

- The person who did a 1 hour onboarding session? "here's where to log your holidays. Do your security training by Thursday" No.

- It will be the recruiter who spent hours prepping, supporting and working along side them to get them the role.


2️⃣ Culture Add at the tippity top of the funnel.

- If a candidate gets through multiple stages only for the CEO or CTO to say "this person lacks the passion to work at this startup" that's TA's fault. Your recruiters should be the poster children for passion in the company. 

- Particularly in emerging sectors and technologies like Web3. If a protocol engineer is less enthusiastic about the applications of the technology than your recruiters, that is a potential indicator.  


3️⃣ Awesome enablers of internal comms

- TA works across every part of your business at every level.

- When properly empowered and educated, they can be excellent at reenforcing internal changes and messages throughout the company.  Making your change management more robust.


How about you? How has a high calibre TA team impacted your business outside of filling roles? Tell me in the comments!

-----------------------------------------------------------------------
Hi 👋 I’m Luke. I empower recruiters with data. Want to get data-driven for free? Link in the comments for my free weekly newsletter.

taplio

The Battle

Chris Haslam

Luke Eaton

Followers

Posts

Engagements

Likes

Performance ScoreLuke Eaton's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Chris Haslam

Luke Eaton

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Luke Eaton's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreLuke Eaton's LinkedIn Performance