Team Leader Job Description Template

May 18, 2015 5 min read

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As the old aphorism goes: “You’re alone as acceptable as the bodies about you.” While it’s accurate in both activity and business, it’s absolutely abstract for entrepreneurs and startups, decidedly aboriginal on in the process. With bound assets and amaranthine competition, the band amid success and abortion is acutely small. That agency it’s important to put the allowance in your favor as aboriginal as possible, with an according eye on both the abbreviate appellation and the continued term.

Something I’ve abstruse firsthand, both as an broker in early-stage tech companies and as an entrepreneur, is aloof how important it is to accord anniversary C-level position (and really any hire for that matter) the adapted bulk of anticipation and research. While this may assume like a alarming assignment for those attractive for fast growth, it’s able-bodied account the accomplishment and will allow abiding adherence for your company.

To advice you forth the way, actuality are bristles tips that can optimize your C-level hiring process:

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Related: What to Attending For Back Hiring Your Aboriginal Employees

As a CEO, you’re apparently acclimated to authoritative the final decision. However, are you consistently the best being to accomplish that decision? Great talent, who accommodate accurate perspectives and experience, consistently surrounds the best leaders. If you accept absolute assurance in your key hires, again you can calculation on them bringing new viewpoints and options to the table. The best teams are congenital about commutual genitalia so that any weaknesses are account by addition person’s strength.

Tip: Ask interviewees what they see as obstacles in a perceived botheration breadth (real or theoretical). Their answers will acquaint you how they can atom things you may accept missed.

Hiring key cadre with a ablaze clue almanac and/or immense acquaintance may add to the amount ledger, but you’ll bound ascertain that this is account by the amount they bring. Beyond their absolute abilities and talents, the aberrant account of abacus accomplished and accomplished bodies is they will dispatch your advance by shrinking the acquirements curve. The added ability you accompany in, the beneath ground-up time needed. Remember, time is money for any startup so any array of dispatch allowances the basal line. 

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Tip: Make key hires in the best audacious holes in your aggregation aboriginal to advance advance in those areas.

Related: How to Avoid Startups’ Biggest HR Pitfalls

Strong controlling hires accompany abounding abilities to the table but one of the best important ancestry is that abstract allure that draws aptitude to them. Bodies aural the aggregation like them, appetite to be about them and apprentice from them. The akin of this industry allure is a affidavit in itself about the executive’s abilities. If bodies are accommodating to chase this being about from aggregation to company, again they are accommodating to put their trust, career and alimentation on the line. Added benefit and all-important component: Bodies already aural the aggregation attending up to them and appetite to apprentice from them. 

Tip: When interviewing references, try to barometer references on whether or not they would chase the baton from aggregation to company.

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What do you appetite your aggregation ability to be? From circadian interactions to concise goals to abiding scalability dreams, your aggregation ability is both authentic by this and defines this. As CEO, you are the arch of this beast. If you appoint admiral who aren’t on the aforementioned folio as you and will accomplish their own hires that go adjoin the grain, it can spell disaster. On the added hand, back admiral are a acceptable fit, they will finer act as a proxy for the CEO, accretion advice and efficiency. Clashing aggregation cultures can breach a company. 

Tip: Look accomplished the titles and achievements on a resume, apprentice the how and why abaft those achievements to accretion some acumen into the interviewee’s appulse on aggregation culture.

Particularly for a startup, C-level hires are a CEO’s family. They are the confidants, lieutenants abaft above decisions and co-pilots that beacon the ship. You may absolutely absorb added time with them than your absolute alive family, decidedly abreast milestones. In times of distress, your “CXOs,” will advice you accomplish the analytical decisions. Because of that, the controlling aggregation has to accept added than aloof industry accomplishment or experience. They charge to accompaniment anniversary added and advice the accumulation become added than the sum of its parts.

Tip: Ask yourself if you would be adequate traveling with this being or administration a auberge with them if charge be. Worst case scenario: Would you survive if you were ashore in the airport for a few hours with no one abroad but this person. If it’s a “yes”, affairs are they would fit into the “family.”

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Often times, as a ability accountable startup or early-stage business, the allurement may be to go with the easiest fit rather than the best fit back it comes bushing out your C-level roster. But remember, your key controlling hires accompany abundant added to the table than their job description, and in abounding ways, those hiring decisions can accomplish or breach your startup. So be accommodating and go apathetic with your key hires to ensure they are the right fit.

Related: 3 Means to Allure Top-Tier Aptitude in a Tech Hub

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