- Sequoia have made ten investments in London already, without meeting teams. Demonstrating the confidence in the rebound - There is a 3 to 6 month window of opportunity for previously unavailable talent - Sales & Customer Success layoffs make up 51.6%. The third largest category is Engineering at 13.7% - Don't just rely on your gut, support hiring decisions with an objective analysis - Allow for 50 hours per hire for mid level roles or 100 for senior hire

1. &
In This Together Series
The War For Talent 2.0
Alex Van Klavern - CEO of Kandidate
Alex Arnot - Founder of MyNonExec
hello@salesimpactacademy.co.uk
CEO and Founders
Live Broadcast will be live at 4pm
BST/8am PST
presents

2. &
hello@salesimpactacademy.co.uk
Submit any questions via the chat for a Q&A at the end
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Housekeeping:

3. ALEX ARNOT
THE WAR FOR
TALENT 2.0
1ST MOVER ADVANTAGE

4. WHY LISTEN TO ME?
1. 3. 35. 250. 1000000.
1991, Go
1991, Free Support

5. WHY NOW?
FOR MANY HIRING IS FURTHEST
THING FROM MIND RIGHT NOW
MAYBE IT SHOULD BE ONE OF THE 1ST
100,000
SEQUOIA: 10 INVESTMENTS / LONDON
OFFICE (NED OF CO. DOING HIRING)
BANK OF ENGLAND 15% GROWTH 2021
Feature number 01

6. FOR YEARS HIRING HAS BEEN TOUGH
HARD TO ATTRACT & RETAIN KEY PEOPLE
COVID WILL CHANGE THIS BUT FOR HOW LONG?
COMPANIES STILL LOOKING TO HIRE
POLL: 90% HIRING BY END 2020
LOCKDOWN EASING ACROSS EUROPE
BEST COMPANIES PLANNING AHEAD
ABOUT RETENTION & ATTRACTION
Change is coming

7. WHAT I’M
CALLING
THE WAR FOR
TALENT 2.0

8. 2 QUESTIONS YOU
SHOULD BE ASKING
HOW TO TAKE FIRST MOVER ADVANTAGE?
WHAT CAN YOU DO ABOUT IT TODAY?

9. Acompany is an association or collection of individuals, whether natural
persons, legal persons, or a mixture of both. Company members share a
common purpose and unite in order to focus their various talents and organize
their collectively available skills or resources to achieve specific, declared
goals.
OPPORTUNITY
& THREAT
VERY SOON THERE WILL BE
4 GROUPS OF UNHAPPY EMPLOYEES

10. OPPORTUNITY
UNFAIRLY TREATED
UNHAPPY IN JOB
START-UPS
REDUNDANCY
PLUS NEW NATIONAL REMOTE WORKING

11. THREAT
4 GROUPS ARE ALSO A THREAT
TREAT STAFF BADLY THEY COULD LEAVE
MAY HAVE TO LET GOOD PEOPLE GO
START PLANNING NOW TO GET 1ST MOVER ADVANTAGE

12. RIGHT PLAN = GREAT RESULTS
WRONG PLAN HOLDS YOU BACK
PRECISION TARGET 4 GROUPS
START PIPELINE OF TALENT
COULD NOT PREVIOUSLY ATTRACT
START PLANNING NOW!

13. SMALL WINDOW
MAY ONLY HAVE 3 TO 6 MONTHS
GOOD PLAN = QUALITY TALENT =
LEAVE COMPETITORS BEHIND
OTHER COMPANIES WILL MISS OUT
GOOD PLAN = FIRST MOVER
ADVANTAGE OUT OF CRISIS

14. CATCH THE WAVE
DON’T PLAY CATCH UP
SMALL BUDGET? THIS CAN STILL WORK
TAKES CAREFUL PLANNING, MUST ACT NOW
CLIENTS LIKE WORKING WITH SUCCESSFUL
COMPANIES. SO DOES TOP TALENT
GROW RAPIDLY. OTHERS SLOWLY. CHERRY
PICK BEST TALENT
WHAT SHOULD YOU BE DOING - EVEN ON
LOW BUDGET?Feature number 01

15. NEXT STEPS
TIME TO START PLANNING FOR THE
WAR FOR TALENT 2.0 IS NOW!
HOW CAN YOU INFLUENCE MORE
CANDIDATES?
HOW CAN YOUR COMPANY BE MORE
ATTRACTIVE FOR TALENT TO JOIN?
UPGRADE EXISTING TALENT?
UNIQUE WINDOW OF OPPORTUNITY
ARE YOU READY?

16. Sales Impact Academy - War for Talent 2.0

17. WEWORKWITHPORTFOLIOCOMPANIESFROMLEADINGVCs...

18. ...ANDHIGHGROWTHCOMPANIESFROMVARIOUSINDUSTRIES
CHAINALYSIS

19. WEWORKGLOBALLY
Offices in London, Paris & BerlinOffices in LA & NYC
Whether you are expanding locally or globally, our teams will
help you achieve your hiring goals.

20. ● How the last few months has affected startup talent in the UK and
the US and share insights on what is changing in the talent market
● Discuss how and why remote working is an unprecedented
opportunity for startups, especially in engineering
● Reveal how to best construct an 18 month talent plan so you can get
ahead of your competitors to hit your 2021 targets
Agenda

21. Layoffs

22. Remote Teams, a new challenge for hiring
● Team - hire doers, trust them
● Tools - communication stack
● Process
● Where possible meet weekly / monthly

23. 18monthPlan
1. Work backwards from your business plan and financial model
2. Focus on the next 2 quarters
3. Split hires by role and junior / mid / senior
4. Build Scorecard - plan every part of the process and book out time
5. One person responsible to deliver on each hire / 50+ hours per hire
6. 2 week rule - 1. Screen 2. Interview 3.Task 4. Culture Interview 5. Onboarding
7. 100 / 20 / 5 Process
8. Close and move quickly

24. www.kandidate.com