Talent Gateway

Talent Gateway exists to help founders and leadership teams of companies with high growth potential to implement the right talent acquisition strategy.  There are many key ingredients necessary to have repeatable talent acquisition success.  We help you develop and implement the right ones for you.

We offer:

- Talent Strategy Development
- Culture Audit
- EVP and employer brand development
- Career site development 
- ATS implementation to increase performance
- Manager training
- Pre & onboarding development and launch
- Hiring the right people with aligned values

Drop me a note if you want to know more.

Founder | Building sustainable Talent Acquisition to scale your business

The Rialto Consultancy

Working as a Partner responsible for both executive search and interim assignments for this award winning consultancy - recent winners of the OC organisational culture excellence award consultancy category . Part of a team of executives supporting organisations  to transform their performance culture through the acquisition and retention of key individuals.

Associate Director

East Surrey CCG

As the governing body board member representing patient and public involvement, my role is to support the Clinical Commissioning Group (CCG) in making the right commissioning choices for our local community.

Non Executive Board Member

Youmanage Ltd

Youmanage was a scaling business which lacked robust systems and processes to support their growth.  I ensured they built and embedded product, sales and channel systems and processes to enable them to achieve their desired growth vision.  This was a contract role whilst growing and supporting my young family.

Business Consultant

Colt Technology Services

Based on my extensive Channel development experience I was headhunted by Colt to develop and implement their commercial proposition to their partner channel.  This was a contract opportunity whilst I was growing and supporting my young family.

Commercial Consultant

Cable & Wireless Communications

I started my career at Mercury Communications back in 1994.  My journey with them was full of joy, personal growth and is where I formed my love of everything business.  I worked with fantastic people whom I learnt so much from and had the opportunity to work in leadership roles across, sales, product management, Channel development , commercial and the highlight for me was leading a number of due diligence teams across Europe to identify, acquire and integrate a number high growth internet businesses in order to accelerate our growth into the hosting and cloud technologies space.  A few of my takeaways from my time with C&W.

- People always underpin success
- Working with people with a shared vision and values makes going to work a joy
- Constantly learning and having an open mind makes me happy
- The best leaders are always there to support you through success and failure

Commercial Due Dilligence Lead | Channel Development | Product Management

Founder | Helping High Growth Businesses Succeed at Hiring | Mum to 3 teenagers | Lover of trail running

I’ll be the first to admit it, I was a little concerned when I realised that my daughter was becoming a Hunger Games addict.  She read all four books, watched every movie (several times) and knew many of Katniss Everdeen’s lines by heart.

But at the heart of the stories, there's a strong message which has become something of an unofficial message of mine ‘may the odds be ever in your favour’
For Katniss Everdeen and her fellow tributes, it means that even though they're up against impossible odds, they can still find a way to win by focusing on those things that make a difference.  

In the hiring world it means focusing, not on the ‘win’ (the right hire) but what goes into it.  Get the key components of hiring right, and swing the odds of success in favour.

But what are these components? 

It starts earlier than you might think, and the good news is that you’ve likely made a strong start on the first step: Building a strong employer value proposition. 

You might not use that term, but if you think back to the conversations that led your early stars to join your team, you’ll definitely have covered it – why should they join, and what would their (working) life be like when they did?

Get that message nailed down, and communicate it through the right channels (clue; start with a great careers site), and your odds of the right candidates finding you or accepting your approach to them will be much higher.

Get this and a few more ingredients right and the odds will forever be in your favour!

I talk a lot about how to stack the odds in your favour, so if you want to learn more hit the bell on my profile, to get notified when I post.

Want to learn more about how to grow your team, maintain your culture and focus on the day job, let me know.

How are you finding your scaling journey, what has been your most tricky hiring challenge to date?
#hiring #EVP #employerbranding

Nici Jupp

Growing your team beyond the start-up phase is exciting & challenging in equal measure.  I share 5 key challenges to consider when scaling.  

https://lnkd.in/eWfcQ7vP
#talent #scaleup #startup

Building a great onboarding process that builds traction quickly is so important.  However, respecting the time of both your existing team members and new starters is also important - video is a great way to increase impact, reduce time investment and increase individual success.

The reality of being a founder means making some tough decisions but the way you deliver those messages says a lot about who you are and your values. 

What tough decisions have you had to make lately?

#team #hiring #scaleup

Nici Jupp on LinkedIn • 3 min read

Navigating Team Transitions as Your Start-up Scales

It might sound like overkill for a small business to have a talent plan but fail to plan and you'll plan to fail.

Knowing what talent you have, the talent you need and the gap enables you to have a robust plan which involves dialogue with your existing team.

I'd love you hear your thoughts on this topic.

#scaleup #talentplan #talentacquisition

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