Nick Telson

Founder DesignMyNight (Acquired '19) 🍹 | Co-Founder trumpet 🎺 | Investor in 55+ Startups (Currently not investing in new deals) 😇 | Podcaster 🎙️| 🏳️‍🌈

Hey!

I’m a London entrepreneur, currently living in Boston.  Also an angel investor, podcaster, startup mentor and public speaker, whose speciality lies in talking no-nonsense founder/investor advice and help. I'm currently co-founder of new B2B sales tool, trumpet, host of Pitch Deck podcast and co-founder of an angel investing venture-arm, Horseplay Ventures

I previously co-founded DesignMyNight, back in 2010 and managed to grow that over 7 years with minimal angel funding, to 100+ employees, 15,000 SaaS customers and 8m monthly uniques on the website. We exited to Access Group in 2017.

I live for the early stages of startups - building the brand, finding product market fit, iterating quickly and building out a team. Most of my content is centred around this, as well as tips from an angel investor. Even after exiting to financial freedom, I caught the founder bug again and have co-founded my next startup, trumpet, in 2022; looking to disrupt B2B sales and kill the sales pdf deck. Follow me on here while we build out this new journey in public.

Please feel free to ask for any advice or help, whether a founder, startup employee or investor and I will always endeavour to do what I can. I'm also a regular guest on podcasts, startup speaking gigs and webinars, so feel free to reach out to me if you are looking for guests/speakers. 

I do respectfully ask not to be pitched for investment in my Linkedin DMs and instead go through Horseplay Ventures. Hopefully my podcast is also a treasure trove of information for those looking to raise early-stage investment, thinking about it or just interested in it - search for Pitch Deck by Nick Telson.

Co-Founder

Nick Telson-Sillett

Big news at team trumpet 🎺as we finally say what all our customers already know and move into our next era.

We are way more than just a digital sales room. It's a feature now, not the product.

While our DSR remains #1 globally and will continue to be so, we felt it was time to create a new category.

🎺 Rory Sadler explains it best in the short video....

Over the last 40 years we have seen sales tech change from CRM to Sales Enablement to Rev Enablement to Rev Intelligence and we now have a tonne of siloed products...

Trumpet's next chapter aims to combine all of these into one AI-powered workspace where Enablement, Collaboration and Intelligence all work together.

We are the Intelligent Go-To-Market Layer for Revenue Teams 

...combining CMS, Sales Rooms, Workspaces, Collaboration (internal and external), Org Charts, Proposals/Quotes, Buyer Engagement Intelligence, Actionable Intelligence, Coaching, 10+ other AI features plus 55+ integrations....

One connected, collaborative and intelligent tool.

Over to you Rory....👇

Co-Founder trumpet 🎺 | Founder DesignMyNight (Acquired '19) 🍹 | Investor in 55+ Startups 🤑 🏳️‍🌈

Being a second time founder is wild.
You are still guessing, but you know exactly which guesses nearly killed you last time.

With DesignMyNight I learned plenty the hard way.
This time round with trumpet 🎺 I have been very deliberate about changing some of my defaults.

Here are the 5 biggest changes I have made.

1) I designed the business model before the product

First time I was obsessed with the product idea. The model was an afterthought. Now I start with ACV, margin, sales cycle, who actually pays and how often. If the numbers did not work on a simple spreadsheet, I do not build it.

2) I am ruthless on people quality, not people quantity

First time I hired for relief. Too busy, drowning, just get someone in.
Now we hire very slowly with scary high bars. One great operator beats three people we need to manage every day. 

3) We optimised for distribution from day one

Before, product was the obsession and distribution was an afterthought.
We built, then hoped. Now we only build things I already know how to sell. Audience, channels, partnerships, content. If I could not see the path to customers, we did not build it

4) I was far more intentional with investors

First time I was just happy anyone said yes. Wrong. This time we reference checked investors harder than they reference checked us. Values, speed, how they behave when things dip etc. Money is a commodity, behaviour is not.

5) We run the company on a clear operating rhythm

Last time it was vibes and firefighting. Some weeks we were busy but not actually moving. Now we have monthly metrics, clear priorities, operating playbooks and clear owners for each area. t is a lot harder for the business to drift without anyone noticing.

Second chances are rare.

The trick is always be learning and not wasting the pain from the first

At trumpet 🎺 we recently told a big paying customer no.
To a chunky custom build that would have made us hit Q1 quota already.

On the surface it looked perfect
Huge logo
Excited champion
Budget approved

But here is what actually went on behind the scenes as there are learnings for all I think...

- The request would have dragged us off our ICP
- The use case was cool but miles away from our core users
- It would have pushed trumpet toward being an agency not SaaS
- The feature did not compound
- No clear path to reuse across our base
- No way it made the core product better for everyone

Sales loved it for the wrong reason
 
It made the deal bigger
But it would have slowed us down

❌ High implementation cost
❌ High support cost
❌ Low reusability
 
So we told them no
Respectfully
Explained why
Offered a trimmed version that kept us closer to our main product and kept them happy

We did lose some short term revenue

But we kept something more important

A product that gets better for most of our customers and keeps us bang-on focus across the board

From the outside it is easy to assume growth comes from every yes

At our stage it can also come from choosing the right no.

We just crossed 1000 reviews on G2. F**k yeh! 🥳
And we are still sitting at number 1 in our category globally

I am proud of that
But I'm even prouder of how we got there

Every single review is treated like a product slack message from our team
• The glowing ones show us what not to break
• The brutal ones show us what to fix next
• The detailed ones end up as product specs

We read them ALL
We tag them
We turn them into roadmap decisions and UX changes

This is not a vanity metric for us
It is a feedback engine

So THANK YOU to every customer who took time out of a very busy day to write one line or ten paragraphs about us

You helped us get to 1000 reviews
You will be the reason we earn the next 1000

Relentlessly customer centric is not a tagline for us
It is one of our trumpet values and we stick to it religiously.

Having observed over 50 founders that I've invested in. Here is a list of 50 characteristics I think make a good founder:

1) Obsession with the problem
2) Ability to hear no ten times and not take it personally.
3) Writing things down clearly
4) Knowing when a tiny ugly experiment is better than a beautiful strategy
5) Hiring people because they are better than you
6) Firing fast when your gut has already decided
7) Saying I do not know without flinching.
8) Caring more about cash in the bank
9) Being honest in investor meetings
10) Being able to sell
11) Protecting deep work time
12) Admitting when the market does not care about your idea
13) Treating customer complaints as free consulting
14) Knowing the difference between a bad week and a broken business.
15) Letting your team ship work that is not perfect
16) Making clear quick decisions in meetings
17) Staying calm when numbers are bad
18) Being able to explain what you do to a kid or parents
19) Choosing boring consistent progress over heroic all nighters
20) Talking about money openly
21) Saying no to cool opportunities that do not move the core metric
22) Giving credit to the team in public and feedback in private.
23) Knowing when your own ego is the real blocker
24) Treating investors like partners not parents.
25) Keeping your personal burn rate low
26) Asking your best people what they really want and actually listening
27) Being willing to walk away from mis-aligned money
28) Staying curious about competitors instead of obsessed
29) Realising culture is set by your actions not what you simply write down
30) Checking the numbers yourself
31) Becoming less important to daily operations as the company grows
32) Being honest when someone great has simply outgrown the roles you have
33) Keeping a small circle of people who will tell you when you are being an idiot
34) Turning complex plans into one simple next moves
35) Not confusing being busy with making progress
36) Knowing which metrics actually matter at your stage
37) Staying kind when you are stressed
38) Being able to pitch with the same energy at all times
39) Choosing long term trust over short term wins in every deal
40) Protecting your sleep
41) Not needing to pretend things are amazing when they are not
42) Giving your team context instead of random orders
43) Letting go of old decisions when new information arrives
44) Knowing when you are not running toward a clear goal
45) Saying I messed that up so the team feels safe to own their mistakes too
46) Caring about the lives your team beyond their output
47) Choosing a simple product/feature that actually ships
48) Being willing to be misunderstood for a while when you take a non obvious bet
49) Designing your work around your energy
50) Wanting the company to win more than you want to be the hero of the story

Which do you nail? 
Which could you improve on? 
What's missing?

Planning a year as a founder is not about a big strategy offsite and a shiny Notion page.

It is about a few hard decisions you are willing to live with for twelve months.

Here is how I now plan my year.

1) Start with the uncomfortable question - What has to be true in twelve months for this year to have been a success?
- Revenue
- Team
- Product
- Your own life

Write the answers in one sentence each. If it does not fit in one sentence you aren't getting to the core

2) Pick 3-5 non negotiable company priorities/themes

Not ten. 
Every project must map to one of the three. If it does not, it dies.
This is how you protect your team from chaos and yourself from distraction.

3) Turn priorities into bets not tasks
Instead of writing "Launch new pricing"
Write "Double expansion revenue by testing three pricing models by June"

Good bets have a clear outcome, a deadline, an owner, and a maximum spend.

4) Build a stop doing list
- Which customers will you stop serving
- Which features will you stop maintaining
- Which meetings will you cancel

Good strategy is also choosing what you will ignore.

5) Decide your personal rules up front
- Maximum hours you want to work
- Non negotiable time with family or health
- What you will say no to even if your ego wants to say yes

If you burn out the plan does not matter.

Your strategy is not what you write in January
It is what you refuse to compromise on in November

Having exited a company after a decade building, there is something about the exit planning I wish I was told earlier.

Your real exit plan is not a number
It is your life

We obsess over valuation, equity, secondaries etc but it hides a simple question - What do you actually want your life to look like before and after any exit?

For a long time my own plan was basically...
Work as hard as possible
Build something big
Sell
Life will somehow sort itself out

We design all aspects of our business and products in detail but treat our own life like an afterthought slide at the end of the deck

What did I want after an exit? What did I want my life to actually look like? What would I need to make this happen?

The shift for me was treating life design as seriously as a startup strategy
Very practical things

- Energy map
 When in the day do you feel good
 Do you want long deep work blocks or variety
 Could your role reflect that

- Relationship map
 Who are the people that truly matter
 Who gives you energy and doesn't drain it
 With who do I get genuine enjoyment with
 Who do I learn from

- Work map
 What parts of the game do you still love
 Selling, coaching, product, content
 Can your next chapter be mostly that, instead of owning everything again

- Money map
 What does enough actually mean for you
 Not for the tech press
 For you
 What would financial freedom look like?
 If you wrote that number down, you would probably act differently

Life design is not a fluffy vision board
It is a set of constraints you choose on purpose

If you're lucky enough to be ready to build for a second time, make sure you stop and think what you REALLY want out of it this time around.

You get plenty shots at building companies but only one shot at life 🤷

Building a startup is loud
But what if you're an introverted founder?

I am not the loudest person in the room
Never have been

For a while I thought that meant I was not the type of personality to be a founder

So I did what most introvert leaning founders do
Forced the big energy
Over prepared every social situation
Came home absolutely wiped

Over time I realised I did not need to become more extrovert

I needed to design the company around how I actually work best

Here is what that looked like in practice:

- One to one as the default
 Big networking events or founder events drain me
 So I stopped going 
 I would message people 1 on 1
 Have one good conversation
 Fewer people
 Better relationships
 More deals
 Less acting

- Writing as a superpower
 Extroverts often win in the room
 Introverts often win in the follow up
 I leaned hard into clear written updates for investors
 Thoughtful emails to partners
 Long form documents for the team instead of endless meetings
 It gave me time to think
 And it made decision making cleaner

- Designing my calendar like a battery
 Back to back calls all day
 No chance
 I started blocking recovery time after anything high stimulus
 No other meetings straight after
 Even thirty minutes to reset made me far better in the next conversation
 Leaned into async collaboration - emails and looms instead of meetings

- Hiring my social opposite
 Instead of worrying that I was not the big energy founder
 I hired people who were
 Commercial leaders who loved being out there
 Co-founders who enjoyed the spotlight
 Team leads who could shine without needing me all the time
 Their natural state was my unnatural state
 The mix worked


None of this means introverts get a free pass on the hard stuff

You still need to sell
You still need to pitch
You still need to have tough conversations

The difference is you can choose the format and the rhythm that suits you instead of copying the loudest founder you know

Some of the best companies I have seen were built by founders who do not dominate the room

They listen longer
They think deeper
They pick their moments

You do not have to change your personality to build a big company

You just have to stop building a company that constantly fights it.

And the band keeps growing 🎺

Following stronggggg recent growth in the States, we’re building trumpet’s Customer Success presence een further and looking for someone who wants real ownership from day one.

You’ll own your own book of customers end to end.
Onboarding. Adoption. Renewals. Expansion. Advocacy.

You’ll work closely with Russell Mitchell - Head of Customer Success, Alison Prator - Founding US CSM and the wider GTM team to help customers get real, measurable outcomes from trumpet and to help us build the CS playbooks we’ll scale with.

You’ll love this role if you:

• Care deeply about customer outcomes, not just activity
• Enjoy commercial conversations and helping customers grow
• Want to help establish a startup’s presence in the US
• Thrive in fast-moving, high-ownership, chaotic environments

This is not a feet-up on the desk role answering support questions that come in! If you want the easy-life this job isn't for you.

If you want real influence over how we serve customers, how we retain and expand accounts, and what Customer Success looks at trumpet as we scale, then this is for you.

If that sounds like you apply here 👉 https://lnkd.in/eim5uFBS

Building TA.guru - Recruiter Enablement as a Service - Co-Founder

Building TA.guru - the Embedded Recruitment and Recruitment Enablement solution𝘈𝘵 𝘛𝘈.𝘨𝘶𝘳𝘶, 𝘸𝘦 𝘩𝘦𝘭𝘱 𝘺𝘰𝘶 𝘵𝘰 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮 𝘺𝘰𝘶𝘳 𝘩𝘪𝘳𝘪𝘯𝘨 𝘧𝘶𝘯𝘤𝘵𝘪𝘰𝘯 𝘪𝘯𝘵𝘰 𝘢 𝘧𝘭𝘦𝘹𝘪𝘣𝘭𝘦, 𝘮𝘶𝘭𝘵𝘪-𝘴𝘬𝘪𝘭𝘭𝘦𝘥 𝘱𝘰𝘸𝘦𝘳𝘩𝘰𝘶𝘴𝘦 𝘵𝘩𝘢𝘵 𝘥𝘦𝘭𝘪𝘷𝘦𝘳𝘴 𝘴𝘦𝘳𝘪𝘰𝘶𝘴 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘪𝘮𝘱𝘢𝘤𝘵. 𝘍𝘰𝘳 𝘵𝘢𝘭𝘦𝘯𝘵 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘢𝘵 𝘩𝘪𝘨𝘩-𝘨𝘳𝘰𝘸𝘵𝘩 𝘤𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘵𝘪𝘳𝘦𝘥 𝘰𝘧 𝘵𝘩𝘦 𝘤𝘰𝘯𝘴𝘵𝘢𝘯𝘵 𝘣𝘢𝘵𝘵𝘭𝘦 𝘣𝘦𝘵𝘸𝘦𝘦𝘯 𝘴𝘱𝘦𝘦𝘥, 𝘲𝘶𝘢𝘭𝘪𝘵𝘺, 𝘢𝘯𝘥 𝘴𝘵𝘳𝘦𝘵𝘤𝘩𝘦𝘥 𝘳𝘦𝘴𝘰𝘶𝘳𝘤𝘦𝘴 - 𝘸𝘦’𝘷𝘦 𝘤𝘳𝘦𝘢𝘵𝘦𝘥 𝘢 𝘸𝘪𝘯𝘯𝘪𝘯𝘨 𝘧𝘰𝘳𝘮𝘶𝘭𝘢. 𝘞𝘦 𝘱𝘳𝘰𝘷𝘪𝘥𝘦 𝘦𝘹𝘱𝘦𝘳𝘵 𝘵𝘢𝘭𝘦𝘯𝘵 𝘱𝘢𝘳𝘵𝘯𝘦𝘳𝘴 𝘵𝘩𝘢𝘵 𝘣𝘦𝘤𝘰𝘮𝘦 𝘱𝘢𝘳𝘵 𝘰𝘧 𝘺𝘰𝘶𝘳 𝘋𝘕𝘈, 𝘢𝘭𝘰𝘯𝘨𝘴𝘪𝘥𝘦 𝘰𝘯-𝘥𝘦𝘮𝘢𝘯𝘥 𝘦𝘯𝘢𝘣𝘭𝘦𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘈𝘐-𝘱𝘰𝘸𝘦𝘳𝘦𝘥 𝘬𝘯𝘰𝘸𝘭𝘦𝘥𝘨𝘦 𝘵𝘰𝘰𝘭𝘴 𝘦𝘯𝘳𝘪𝘤𝘩𝘦𝘥 𝘣𝘺 𝘭𝘪𝘷𝘦 𝘮𝘢𝘳𝘬𝘦𝘵 𝘥𝘢𝘵𝘢 𝘢𝘯𝘥 𝘰𝘶𝘳 𝘴𝘱𝘦𝘤𝘪𝘢𝘭𝘪𝘴𝘵 𝘪𝘯𝘵𝘦𝘭𝘭𝘪𝘨𝘦𝘯𝘤𝘦 𝘵𝘦𝘢𝘮 - 𝘶𝘯𝘭𝘰𝘤𝘬𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘦𝘳𝘴’ 𝘧𝘶𝘭𝘭 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭. 𝘛𝘩𝘦 𝘳𝘦𝘴𝘶𝘭𝘵? 𝘌𝘮𝘱𝘰𝘸𝘦𝘳𝘦𝘥 𝘩𝘪𝘳𝘪𝘯𝘨 𝘵𝘦𝘢𝘮𝘴 𝘵𝘩𝘢𝘵 𝘴𝘤𝘢𝘭𝘦 𝘴𝘦𝘢𝘮𝘭𝘦𝘴𝘴𝘭𝘺, 𝘢𝘥𝘢𝘱𝘵 𝘪𝘯𝘴𝘵𝘢𝘯𝘵𝘭𝘺, 𝘢𝘯𝘥 𝘥𝘳𝘪𝘷𝘦 𝘳𝘦𝘮𝘢𝘳𝘬𝘢𝘣𝘭𝘦 𝘨𝘳𝘰𝘸𝘵𝘩.𝘉𝘶𝘪𝘭𝘵 𝘣𝘺 𝘵𝘢𝘭𝘦𝘯𝘵 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘸𝘩𝘰'𝘷𝘦 𝘸𝘢𝘭𝘬𝘦𝘥 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘴𝘩𝘰𝘦𝘴, 𝘛𝘈.𝘨𝘶𝘳𝘶’𝘴 𝘦𝘮𝘣𝘦𝘥𝘥𝘦𝘥 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘦𝘯𝘢𝘣𝘭𝘦𝘮𝘦𝘯𝘵 𝘴𝘰𝘭𝘶𝘵𝘪𝘰𝘯 𝘩𝘢𝘴 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘦𝘥 𝘩𝘪𝘳𝘪𝘯𝘨 𝘧𝘶𝘯𝘤𝘵𝘪𝘰𝘯𝘴 𝘢𝘵 𝘤𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘭𝘪𝘬𝘦 𝘚𝘲𝘶𝘢𝘳𝘦𝘴𝘱𝘢𝘤𝘦, 𝘎𝘳𝘰𝘶𝘱𝘰𝘯, 𝘢𝘯𝘥 𝘘𝘶𝘢𝘭𝘵𝘳𝘪𝘤𝘴 𝘴𝘪𝘯𝘤𝘦 2021.

Seán Galligan

📬 📬 📬 

A first Talent Acquisition jobs list of 2026 in technology-driven business in Ireland and things are heating up it seems 

Ireland ☘ 
HubSpot - Sales Recruiter 
Intercom - Director role and IC roles
ElevenLabs - GTM Recruiter 
Harvey - Recruiter 
Stripe - Multiple roles  
Datadog - Technology Recruiter 
Anthropic - Sales Recruiter 
Sysdig - Technical Recruiter 
Susquehanna International Group - Multiple roles 
Semrush - Sales Recruiter 
Klaviyo - Principal recruiter 
EY - Multiple roles 
Google - Sales Recruiter 
Fivetran - GTM recruiter 
ANYbotics - Sourcer
SurveyMonkey - Technical recruiter
Web Summit - Recruiter 
Binance - TA lead 
Dexcom - Multiple roles 
Clio - TA specialist 
One Identity - TA Advisor 
Analog Devices - TA specialist 
MBRYONICS - TA partner
Wayflyer - TA manager 
Sidetrade - Recruiter 
Winthrop Technologies - TA specialist 
KKR - TA ops 

(If you would like your role highlighted in the next post let me know and I can share with my network)

If you get into one of these roles remember who flagged them and why not come chat with me or if you are a TA leader and need capacity and expertise but can't commit to permanent hires then check our TA.guru and our embedded model

I am the founder of TA.guru - we provide embedded recruiting and recruitment enablement services to technology companies to improve time to hire and Talent function performance - hit me up if you are considering how to hit your hiring targets in 2026

Building TA.guru - Embedded Recruitment and Recruitment Enablement for Scaling Tech Companies in EMEA

End of week reflections 

A few things have stood out over the last few days:
💡 In-person meetings are back.
Coffees, casual catch-ups, unstructured conversations — it’s clear that 2026 is leaning more human again, and honestly, it’s a good thing. Had some great chats this week and more lined up
💡 The market feels like it’s turning.
There’s a quiet sense of momentum building. A rising tide lifts all ships, and it feels like we’re moving into a phase where confidence (and investment) is slowly returning. fingers crossed 
💡 TA roles are opening up — and they’re good ones.
Seeing premium companies invest in strong Talent Acquisition capability is always a positive signal. Check out my recent post on this or give me a shout and ill share over 
💡 AI acceleration is very real.
I’ve somehow lost a few hours this week building Gems and GPTs — which says a lot about where things are heading. The conversations on AI are increasing, and how TA teams harness this (without losing human touch) will be critical.
💡 RCaaS launch 
We’re getting close to launching a new recruitment coordination offering, and the response so far has been really encouraging.
💡 Early planning for a Q1 TA event is underway.
Really enjoyed our Q4 event so looking for bigger and better this quarter. Ties in with top point and how in person is back 

And now… Heading to London to watch Chelsea tomorrow (we are very likely to lose) and catch up with a few people over the coming week.

If you’re around and fancy a coffee, give me a shout.

What's actually happening in Irish Tech right now? 🇮🇪 

Check out the latest edition of "The Land" your monthly curated newsletter covering the big happening in the Irish technology ecosystem 

Why subscribe? 
✅ Concise updates: The high-signal news you actually need. 
✅ Ecosystem context: How FDIs and Irish companies are tackling challenges.
✅ Monthly deep-dives: No inbox clutter, just the "why" behind the headlines.

Catch the full update and join our community via the link below and if you have any feedback let me know. 

(Yes, this is a January resolution but I'll defo keep this one up...)

The "Recruitment Coordinator" model is broken. We fixed it.

For the last while, we’ve been quietly building something new at TA.guru, and today I want to share why.

If you lead a Talent function, you know the specific pain of the Coordinator role

It’s a highly specialist job (managing complex loops, "calendar tetris," and premium candidate experience) but it’s often treated as entry-level admin role and crucially—the workload fluctuates wildly.

You either hire a fixed headcount who sits idle at times, or you rely on junior temps who take weeks to learn your ATS, process, brand and then leave with all your institutional knowledge before the process begins again 

We believe there is a third way.

Today we are soft-launching Recruitment Co-ordination as a Service (RCaaS).

We’ve seen the flood of AI scheduling tools, and they are incredible. But they can’t handle the sensitive "edge cases"—the last-minute interviewer sickness, the complex panel reshuffle, or the white-glove care required for a VP candidate.

That requires human empathy and deep contextual knowledge.

Why RCaaS?
Expertise, not Admin: Our coordinators are experienced in peer companies and pre-trained on modern stacks before they touch your roles.
Flexibility: Scale support up for your Q1 hiring sprint, and dial it back in Q4. No layoffs, no idle cost.
White-Glove Standard: We build a proprietary "Client Workspace" for your brand, so even a fractional coordinator sounds exactly like you and understands how you flow.

We are rolling this out to a select group of partners who value candidate experience as much as speed.

Myself or Cathal Grogan would love your take on this and to chat about this model so drop me a message for a no strings convo 

Check out the full breakdown here:

Open article: Recruitment Co-Ordinator as a Service - TA.guru by ta.guru

Recruitment Co-Ordinator as a Service - TA.guru

🤔  End of week reflections.

A few things have stood out over the last few days:
💡 Headcount plans are finally landing.
Ambition is definitely back, but it’s being balanced with a healthy awareness of geopolitical uncertainty. Growth is happening — just with a bit more thought than before.
💡 TA teams are growing again.
Seeing a mix of permanent roles opening up and a lot of interest in fractional or flexible support. Teams want capability, but they want it in a way that scales sensibly.
💡 London has a buzz — Dublin isn’t far behind.
London feels energised right now, but Dublin is catching up quickly. The conversations on both sides are getting more confident and more forward-looking.
💡 With AI, sometimes slower is faster.
The temptation is to move quickly, but the smarter teams are taking time to build the right structures first — so AI can be used consistently, not chaotically.
💡 Monthly Irish tech newsletter is back.
Relaunched this week and great to see the engagement already. Plenty more to come. - https://lnkd.in/dtes4gCi 
💡 Chelsea won twice… but didn’t exactly convince.
We’ll take the points. The performance review can wait.

Overall, a positive week — good conversations, good signals, and a sense that things are moving in the right direction.

If you’re around next week and fancy a coffee or a chat, give me a shout.

taplio

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The Battle

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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);}Nick Telson-Sillett's LinkedIn Performance

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