The Bill Kerr 's Linkedin Analytics

Remote talent arbitrage isn't just a trend anymore. It's becoming the strategic advantage that smart companies can't ignore. Fresh data from Athyna reveals something fascinating about the Latam talent market that's transforming how US companies build their teams. A Senior Accountant commanding $100k in the US costs just $48k in Latam. A Mid-Level Customer Success Manager at $80k? Just $37k in Latam. And these aren't isolated cases—we're seeing consistent savings of 40-54% across key roles. But here's what makes this truly powerful. This isn't about cutting corners or compromising quality. The talent pool in Latam is deep, with professionals who bring: - World-class technical education - Strong English proficiency - Time zone alignment with US operations - Cultural compatibility that makes collaboration seamless When you're looking at savings of $43k on a single CSM role or $52k on an accountant, it transforms how you think about scaling. The math becomes even more compelling at scale. A team of five senior roles could mean $250k in annual savings—capital you can reinvest in growth. This isn't just about cost arbitrage anymore. It's about accessing a talent pool that's becoming increasingly vital for companies wanting to scale efficiently. The question isn't whether to tap into Latam talent. It's how quickly you can integrate this strategic advantage into your growth plans. What's holding you back from exploring the Latam talent advantage? 👇

Five data points that prove why US startups should tap into Latam's tech talent pool right now. Cause Latam isn't just a talent pool—it's a talent ocean. I've been analyzing McKinsey's latest Latam Startup Study (2023), and the numbers are eye-opening. Here's what caught my attention. 1. 40% of Latam startups (excluding Brazil) generate 20-40% of revenue internationally. These teams consistently deliver global-standard work. 2. 87% of fresh Latam tech graduates are actively seeking startup opportunities. They're not just looking for jobs—they're looking to drive innovation and growth. 3. The Latam talent retention crisis is real: 25% of startup employees plan to leave within 6 months. 4. But here the opportunity for US startups: 80% of their tech talent prefers remote work, making them the perfect fit for distributed teams. 5. Latam's fintech and SaaS companies generate 35% of revenue from international markets. It means, their talent pool understands global markets and cross-border collaboration. The math is simple. US startups need tech talent. Latam has a growing pool of skilled professionals. The market is ready for this partnership. We built Athyna to help U.S. startups tap into Latam’s top tech talent—professionals from Mercadolibre, Rappi, Uber, and Nubank, ready to drive your success. Let's talk. https://lnkd.in/dW7ggbSb

You literally cannot make this stuff up.

From little things big things grow. 🌱

New York Times, the most revered name in news, is now officially, a gaming company. It’s not totally uncommon. Nintendo started with playing cards (and love hotels). Wrigley’s gum cut it’s teeth selling soap. And in the world of tech, Twitter was a podcasting platform, while Slack was a video game. But how did we get here? And even more importantly, why? Tomorrow, I am releasing my biggest deep dive ever on how and why the New York Times is a games company. Get it fresh in your inbox here: https://lnkd.in/dhQtg84z

I feel like every week (maybe day) something wilder happens in the Trump administration. But this is probably the darkest. Trump holding up a clearly digitally altered image of Kilmar Ábrego García's knuckles is pretty chilling. He doesn't actually care. And I don't really know why this isn't all over the internet. Forked into the twisted timeline for sure.

Ever wondered how some companies are scaling 2X faster while cutting hiring costs by 60%? The secret’s in the numbers—and our clients' results speak for themselves: 🚀 Delmain doubled his team from 13 to 28 in just 18 months. His hiring success rate? 1 out of 3 candidates, 3X higher than the industry average. 🚀 Edge Solutions built his dream tech team at 1/3 of U.S. market rates, hiring professionals with 5+ years of experience in their stack. 🚀 Community Boost reduced ramp-up time by 60% with pre-vetted senior talent. No compromise on quality, massive savings on cost. Here’s what really matters: 97% retention rate after 12 months 40% faster time-to-hire 70% reduction in hiring costs 100% remote-ready talent The game-changer? Our AI-powered vetting process doesn’t just match skills—it matches culture fit, which is why 9/10 candidates get hired within their first 3 interviews. Looking for a smarter way to scale your team? Your next A-player might be just one conversation away. https://lnkd.in/dW7ggbSb

You know the economy, health, education, and AI are in good hands in the Trump administration. Here is the Secretary of Education talking about having A1 as part of the education system in the U.S. She's literally calling it “A One.”

Top creative talent isn't just about pretty designs. They're your revenue drivers. Here’s the truth: Creative professionals are seeing a 2% salary increase in 2024, with equity packages becoming standard. But that’s just the tip of the iceberg. (thanks mate Peter Walker at Carta) What really matters? Companies investing in creative talent are outperforming those who are still stuck in the old ways. We’re seeing this firsthand with our partners in e-commerce, edtech, and fintech, strong creative teams are driving higher conversion rates, better engagement, and faster product iteration cycles. To compete, you need to pay for creativity. The best creative minds won’t work for peanuts. Founders need to rethink their approach to - Compensation (competitive packages that reflect real market value) - Location (embracing remote-first to access global talent pools) - Technology (leveraging AI to find perfect matches faster) This shift is why companies are partnering with platforms like Athyna to access top-tier creative talent from global hubs like Latam, Philippines, South Africa, and Australia. Here’s the deal: you can hire AWS, Google, and Meta-level talent at 60% of U.S. costs, without sacrificing quality. What's your creative talent strategy for 2024? Let’s talk about how we can help you scale the right way. https://lnkd.in/dW7ggbSb credit: The State of startup compensation H2 2024 report from Carta

A startup without the right talent has a growth problem. A startup with the wrong talent has an extinction problem. Building a dream team isn't about filling seats anymore. It's about finding those rare gems who can transform your vision into reality. What I've learned leading remote teams is that the tools you choose matter as much as the talent you hire. Here are 3 game-changing tools we love at Athyna 1. Recruit CRM Because great talent management starts before day one Tracks every candidate touchpoint Makes follow-ups seamless 2. Lattice Turns feedback into growth Makes performance reviews meaningful Keeps 1:1s focused and productive 3. Pulley Brings clarity to equity conversations Makes cap tables transparent Simplifies valuation discussions The wrong hiring tools can sink your ship faster than bad hires. Remote work isn't the future. It's the now. And in this new reality, your tools aren't just tools. They're your competitive advantage. Want to build a world-class remote team? Start with world-class systems. Let's connect.

Is it just me or Margaret Qualley insanely talented?

Ben Lamm and his team at Colossal Biosciences have brought back the Dire Wolf. You’re hearing the first howl of one in over 10,000 years.

Building a thriving company culture goes far beyond the superficial perks. It's not about water cooler conversations, ping pong tables, or Friday happy hours, those are just window dressing. Culture is actually a carefully crafted product that you build specifically for your employees, requiring the same attention and care as any other product in your portfolio. At Athyna, we've developed something special: a culture that delivers 91% engagement—and it didn’t happen by accident. What's the secret? It's all about how you treat people, from the top down. When you show respect, empathy, and support, it ripple effects across the entire team. It’s not just about policies; it’s about how you lead. We measure our culture constantly: • Post-onboarding surveys to get feedback fast • Quarterly engagement assessments to see where we’re thriving and where we need work. • Manager effectiveness reviews—because leadership matters. • Wellness check-ins to see how the team is really doing. • Exit interviews to learn why people leave and how we can improve. But measuring is just the start. You need to iterate and improve constantly. When you genuinely take care of your people, they’ll take care of the business. Word will spread, and the best talent will come knocking. Your culture becomes a self-sustaining force that everyone protects and nurtures. Who's up to dive deeper into building a culture that truly matters?

Ever notice how great leaders think alike? 🤔 I just watched Kat Cole (CEO of AG1 valued at $1.2B) drop some serious wisdom about team building that perfectly echoes what I've been seeing in the field. Here's the golden thread that connects high-performing teams 1/ Know your people deeply Not just their roles. Their journey, their dreams, their superpowers. 2/ Future-proof your team Map where they need to be in three, six, twelve months. Then build the bridge to get there. 3/ Make recognition a system Create a structured way to acknowledge wins, big and small. Your praise as a leader It's career rocket fuel. 4/ Lead with empathy Understanding what makes your people tick isn't soft skills It's strategic leadership. Fun fact Kat even developed the "Hot Shot Rule", imagining someone you admire in your role and acting on their potential insights within twenty-four hours. Building world-class teams isn't about finding unicorns, it's about creating an environment where ordinary people achieve extraordinary things. Agree? Disagree? Let's discuss in the comments. Kat Cole would love to hear your thoughts on this! Want to scale your team with these principles in mind? Let's connect. https://lnkd.in/dW7ggbSb

Satya Nadella dropped a truth bomb about leadership that's living rent-free in my head. "If the place falls apart after you leave, you've built nothing." His wisdom perfectly relates to talent acquisition and remote workforce management. True talent leadership isn't about - Being the only one who knows how to recruit effectively - Maintaining exclusive control over hiring processes - Making your remote teams dependent on constant supervision It’s about - Creating scalable recruitment systems and processes - Training hiring managers who can independently build great teams - Developing self-sufficient remote teams with strong culture and comms Your success in talent management isn't about how many people you personally hired, but how well the hiring system works when you're not involved. Are you building a recruitment process that depends on you, or one that empowers others to do it right? P.S. Future hiring managers are watching you. Make sure you're setting the right standards for sustainable talent acquisition.

These companies understand that talent has no zip code. Meaning they’re crushing it with remote teams. Wiz was the fastest company ever to hit $100M ARR— all while being remote-friendly (and now acquired by Google at $32B). Automattic scaling to 1,900+ employees across 97 countries while hitting a $7.5B valuation. sync. building an $8.6B cybersecurity powerhouse with a flexible remote model. Airbnb letting their people work from literally anywhere (and seeing their long-term stays skyrocket). Wise spreading across 17 countries with 3,000+ remote-capable employees. Jasper scaling to 50,000+ customers with their distributed team. Coinbase Wallet going full remote-first and shutting down their SF office. Shopify CEO declaring "office centricity is over" and then becoming Canada's most valuable company. Deel showing us how global hiring should work. Want to build your own world-class remote team? Athyna helps you access A-talent from companies like Google, Meta, AWS at 60% of US costs from Latam, Philippines, South Africa and Australia. Let's talk about scaling your team the smart way. https://lnkd.in/eRzQsAHV

Mark Zuckerberg once shared a simple yet powerful hiring insight that completely shifted how I think about talent acquisition. When you come across a strong candidate, should you hold out for someone ‘better’ or make the hire? His answer? Don’t wait. He said, hire the person you’d be happy to work for in an alternate universe. Someone whose talent you admire, whose values align with yours, and whose leadership you would follow. This approach hits home for us at Athyna. We don’t just hire to fill a role. We hire with the long-term in mind. We look for founders at heart. Because the right hire isn’t just a body to fill a position. It’s someone who could be your future leader, mentor, or even CEO. When you find that person who makes you think, ‘I’d love to work for them someday,’ that’s your signal. Don’t wait—hire them. And remember, the cost of waiting is often greater than the cost of acting. What’s the best hiring advice you’ve received that changed your perspective on talent acquisition?

Steve Jobs once took 18 seconds to think before answering a question. In a world obsessed with instant reactions, that pause felt like an eternity. But it taught us a powerful lesson about leadership. In the rush of daily decision-making, we often think quick answers show confidence. But sometimes, the most impactful leaders are those who take a moment to think. Here’s what I’ve learned about the power of strategic silence: Respect: Pausing before responding shows respect for the question and the questioner. It’s about thoughtful communication. Clarity: A brief moment of reflection allows you to align your response with your vision, not just react. It’s not about speed—it’s about accuracy and purpose. Cultural Impact: In a remote team, every word matters. Strategic pauses in communication set the tone for your culture. At Athyna, we’ve seen the impact of thoughtful pauses in our meetings, decisions, and team interactions. They give us the space to be clear, intentional, and aligned. Next time you're in a high-stakes meeting or facing a tough question, take five seconds to think. You’ll be surprised at how much better your response can be. Leadership isn’t about filling silence. It’s about making every word count. What’s the best moment of strategic silence you’ve had as a leader?

Real talk: Which of these men is more equipped to be the so called leader of the free world? Absolute coin toss for me.

Why is one of the most famous companies in the world is going through an extended period of brand decline right now? Good news: Tracksuit know why. Last week I collaborated with Elly Strang and the team at Tracksuit to map the decline (and some what recovery) of Nike. Nike's brand was hit so hard recently that they had to fire their CEO. We break it all down from where they went wrong and how they are trying to fix it. Read the full piece at the link below: https://lnkd.in/ef_6asmF