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.

Talent Advisor & 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 🚀

Co-Founder

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.

Quick reminder to all startup CEOs -  a new laptop and a mobile phone are not benefits! Here are 13 that are 👇

- Any PTO above statutory
- Family leave
- Maternity/Paternity leave above statutory
- Free lunch
- Gym subscriptions
- Access to therapy
- Flexible or remote working
- Sabbaticals
- Educational stipends
- Financial wellness/coaching
- Pet-friendly policies
- Health insurance
- Retirement plans

🤘wanna be really sticky ... look for IP - What can you offer that no one else can that also aligns with product and/or values. 

Some ideas that pop to mind .....
> Netflix - film making master classes
> Gusto - cooking workshops
> Meta - bring a friend to work day (I dunno you get the point). 

Did I miss any benefits that are real? let me know in the comments 👇

----------------------------------------
Yo, I'm Chris, a Co-Founder Move. I want to make hiring easier for startups. 

Join the resistance by following me ☠️

#talentacquistion #recruiting #startups #wearehiring




Co-Founder & Talent Advisor, MOVE | Your On-demand Talent Team

I'm building a top 100 HR and Talent influencers list. I have 60 .... help me, tag who you'd add below 👇 

#talentacquistion #recruiting 

Quick reminder to startups, everyone you interview deserves feedback. 

Feedback doesn't need to be complex

Heres what I use

- what did you enjoy about the conversation and why
- Acknowledge their strengths
- Discuss areas of improvement
- Suggest where they might find that improvement
- Keep referring back to your requirement
- Encourage an open dialogue (you may have failed to see everything) 
- Be clear about what's next 

This has never failed me in thousands of hires. Let me save you the bruises. 

if I missed anything hit me in the comments 👇

🤘



Startup CEOs, here are 6 reasons to ⛔ recruiting until your HMs create a scorecard for their 'critical' hire. Plus our template 🏆

> Consistency: Ensures uniform evaluation criteria.

> Objectivity: Reduces bias by focusing on job-related criteria.

> Comparability: Facilitates side-by-side candidate comparison.

> Communication: Streamlines sharing of evaluation data.

> Legal Compliance: Supports defensible hiring practices.

> Candidate Feedback: Provides basis for constructive feedback.

Everything good stems from standardising your process and standardising your process will help you mitigate bad hiring and lost revenue. 

I'll drop our template into the comments, make a copy. 

Did I miss anything? let me know in the comments also 👇

have the best day.

✌️



Why are interviews still an enigma for so many recruiters? 

That's a million-dollar question right there.

Enter Nick Livingston, CEO and founder of Honeit Talent Solutions, an interview intelligence platform, is tackling the problem. 

Not only does Honeit help crack the interview code, but it also aids in obtaining the vital buy-in.

TA Tech Unboxed is the place to be this week as we delve deeper into the fascinating world of interview intelligence with Chris. 

Don't miss out on a super captivating conversation about the space. We also have a demo on our YouTube channel as well. As per links below

What interview intelligence are you using? If you're not why not? Let me know below too. Let's chat 👇

#talentacquisition #rectech #tatechunboxed


Start-up CEOs here are 10 signs after someone starts that they're a bad hire 🚦

1️⃣ Consistent Underperformance - Failure to meet expectations despite support.
2️⃣ Resistance to Feedback - Defensiveness and reluctance to accept guidance.
3️⃣ Lack of Initiative - No proactive behaviour or ownership of projects.
4️⃣ Poor Team Dynamics - Causes conflicts or disrupts team cohesion.
5️⃣ Limited Adaptability - Struggles with changes in direction or priorities.
6️⃣ Failure to Integrate - Doesn’t engage with the team or company culture.
7️⃣ Consistently Missed Deadlines - Regularly fails to meet timelines.
8️⃣ Repeated Policy Violations - Frequently breaks company rules.
9️⃣ Continued Skill Gaps - No improvement in essential skills despite training.
🔟 Negative Impact on Morale - Their behavior demotivates other team members.

Of course, there is some weighting to these but any of them on their own could set you back.

The good news is that there is a way to mitigate all of these during the hiring process. 

All can be unpacked in various ways if you know what to look for and when.

What do you think, what are your top signs of a bad hire and how to measure/mitigate? Let me know in the comments 👇

🆘 Need help - my DMs are open and calendar in my profile.

✌️

People and Talent folks, how are you calculating the costs of a bad/missed hire? 

Can't find a decent calculator that I think covers enough ground and is'nt farcical

So I want to build one.

Keen to see what factors you guys see as important to give a realtime view. 

Feel it would be a great tool to articulate the need to get it right first time. When to move fast. What the tipping points are for QoH etc.

Would appreciate your thoughts..... let me know in the comments 👇

🤘

How can you decrease research time and improve the quality of your recruiter outreach?

In this week's episode of TA Tech Unboxed, with Janis Kreilis, the CEO and co-founder of Hyperscan, we looked at how they're approaching reducing search time and quality and pulling out unique info to use in prospecting. 

Super interesting show with a great discussion on where TA teams should sit in their Org structure. 

You can find the full episode on YouTube and wherever you listen to your podcasts! Link in comments 👇

TA leaders, are your tools cohesive or chaotic? 

Increasingly, TA leaders are rejecting tools that can't speak to our stack.

Enter stage left, Romain Sestier, CEO of StackOne. 

In epi.22 of TA Tech Unboxed, we delved into .....
- The towering hurdles to integration, even with API. 
- The changing landscape of RFPs, making integration imperative.
- The spark that ignited StackOne's integration platform.

Are they the white knight Gotham needs? I think so.

Come check it out and let us know what you think in the comments 👇

Spoke to a prominent VC the other day who said that engineering hiring at most startups is down by 2/3 😮

Less people is great for the pnl but you're also exposed to more points of failure. 

Now every hire counts 💯

The cost of failure is your business not just 💰 

Here's how I'd approach startup hiring if I were a pre-Series A CEO: 

> Get an Applicant Tracking System and use it.
> Train your HMs
> Set expectations
> Agree to record everything
> Conduct thorough research before GTM
> Prepare everything before you launch
> Standardise every step
> Treat the candidate like a customer
> Move fast

There is so much more but if you start here jeez you'll be above the quality threshold. 

Need help .... DM me for a free audit 🆘

✌️


Hybrid/Remote workers.... what's your fave day of the week to go to the office? 🤔

Mines Tuesday or Thursday. Thurs is my fave ❤️

Both are good book end for my most productive days (Mon/Wed/Friday) to get anything planned/reviewed/unblocked etc.

I'm also social and London is buzzing on a Thursday both at lunch and after work and feed off this. Makes the experience more fun. 

*Li only allows for 4 options so Other reps Mon/Fri. 

who wants to go in Monday anyway 🤣

Let me know your choice and why in the comments below 👇



Which day if the week.is your favourite day to go to the office? 

Li doesn't allow 5 options so Mon/Fri as other please comment

Is anyone else finding these new AI prompts at the bottom of posts super annoying?

Taplio

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