Every leader aims to build a team that consistently delivers exceptional results, especially in highly competitive sectors like SaaS and sales. However, balancing diverse talents within the team can be challenging. High-performing individuals, or "A-players," often carry the heaviest load, innovating, problem-solving, and setting the standard for success.

How can you increase productivity at work? What are effective strategies to boost efficiency? Discover practical tips and AI tools to enhance your workplace productivity.

If your internal acquisition team are expected to find your ideal candidate through advertising the job alone, they are set up to fail. And if your company is working with a recruiter who advertises the job and boasts about having 3000 applications, you are most likely wasting time and, therefore, money.

With tools that simplify everything from data collection to customer engagement, MarTech is designed to make business life easier, however, the rapid growth of the industry presents its own challenges. With a staggering 133.8% growth rate between 2014 and 2023 and a predicted additional 19.8% growth by 2030, standing out as a MarTech company is becoming increasingly difficult. Offering a great product is no longer enough. So, what can MarTech companies do to stand out in an increasingly crowded marketplace?

If you have considered leaving your current position, you would have already analysed why you want to change jobs. During this analysis, you would have identified and worked to resolve issues within your or your manager's control.

Steven Bartlett, founder of Social Chain Group and host of Diary of a CEO, publicly announced he allocates a substantial amount of time—25 to 30 hours per week—towards internal recruitment. While this level of dedication showcases his commitment to building a strong team, it's not always feasible or practical for everyone. For most leaders, a strategic approach is necessary to manage recruitment effectively without neglecting other pivotal responsibilities.