Rare Executives

Treat your hiring process like a sales funnel Top of funnel matters. The more relevant, qualified conversations you start, the stronger your shortlist. Too many wait for perfect profiles to appear. The best hiring teams actively engage, qualify, and nurture senior talent early. #hiringstrategy #talentacquisition #scalingteams #executiverecruitment

You can’t rush a critical hire. Too often, companies wait until the pain point becomes unbearable. Then they scramble. Speed becomes the priority, and quality takes a backseat. It rarely ends well. High-impact roles need a pipeline before the pressure starts. Conversations well before the job goes live. And clear alignment on what ‘great’ actually looks like. Senior people want to feel wanted – not just needed. They’re not browsing job boards. They’re solving hard problems elsewhere. That’s why the best firms build hiring momentum early. Not when they’re desperate. Think of it like any strategic investment. Time, thought and planning beats last-minute fixes every time. #leadershiphiring #executiverecruitment #talentstrategy #scalingteams

You’re not hiring, but the perfect candidate just crossed your desk. They’re sharp, sector-experienced, and exactly what you’ll need soon. What’s your move? This is where leadership mindset often separates the reactive from the strategic. #FintechLeadership #HiringDecisions #TalentStrategy #ExecutiveHiring

Your hiring process is more than logistics - it’s a reflection of how your business operates. Top candidates aren’t just evaluating the role; they’re forming an opinion about your culture, leadership, and how decisions get made. If the process is messy, they may assume the same of your organisation. But a clear, respectful, and well-run process sends a powerful signal - even to those who don’t join you. Your hiring brand is always on. Make sure it reflects who you truly are. #ExecutiveSearch #LeadershipHiring #FintechLeadership

What is EdTech really about? It’s not just hardware or flashy platforms. It’s about empowering educators to deliver more inclusive, engaging, and effective learning - while simplifying school operations. COVID-19 accelerated adoption, but the real opportunity lies in how EdTech can now support: - Smarter administration - More personalised learning - Stronger wellbeing support Yes, there are risks - distraction, digital divides - but when used well, the impact is transformative, especially for students with SEND. EdTech isn’t here to replace teachers. It’s here to amplify their work. Read the story: https://xmrrwallet.com/cmx.plnkd.in/eStDAwhC #edtech #educationtechnology #digitallearning

Retention is a hiring strategy. Not a separate initiative. Not a nice-to-have. Because when senior hires go wrong, it’s not just their performance that suffers. It’s the team underneath them. Mismatched leaders create confusion. They change direction. They stall good ideas. And they quietly push your best people out the door. I’ve seen brilliant engineers, product leads, and operators leave roles they loved - not because of the company, but because of who they were suddenly reporting into. Hiring a great leader isn’t just about what they bring. It’s about what they unlock in everyone else. So if retention is a challenge right now, don’t just look at perks and pay. Look at who’s setting the tone. #fintechleadership #retentionstrategy #hiringstrategy #executivesearch

If you're trying to scale and something keeps snagging, chances are it's a people issue. Quick poll for Fintech leaders: What’s your biggest blocker right now when it comes to building the right team? #fintechleadership #hiringstrategy #scalesmarter

Hiring late feels safe. You wait for the pain, the proof, the absolute need. But by then? You’re already behind. Smart hiring doesn’t just fill a gap - it gives your team the leadership, clarity and space they needed months ago. One approach reacts. The other plans. #fintechleadership #scalingteams #hiringstrategy #executivesearch

Hiring is the founder’s job. Until it starts slowing everything down. Early-stage fintech founders wear every hat and for a while, that works. You know what great looks like. You’re the best ambassador for your vision. And let’s be honest - it’s hard to trust someone else to get it right. But there’s a point where founder-led hiring becomes a bottleneck. You’re spending hours briefing roles, scanning CVs, chasing interviews. Meanwhile, strategy’s drifting, delivery’s slipping, and your team feels it. Here’s the shift I see in successful scale-ups: They don’t stop caring about hiring. They just get serious about building a system around it - one that runs without burning them out. It means: - Hiring partners who get your context and filter smartly - Clear briefs, fast feedback loops, tight alignment - Candidates who are already pre-qualified for culture and capability #fintechleadership #scalingteams #foundermindset #executivesearch

Despite recent U.S. healthcare spending cuts, medtech stocks are on the rise. Why? Many firms, like Medtronic and Abbott, avoided major tariff impacts by manufacturing in the U.S. Medicare - a key revenue source - was largely untouched, safeguarding older patient markets. Fast-tracked FDA approvals earlier this year gave investors confidence, though future approvals may slow. What's next? Cardiac care and diabetes tech are leading the way - with closed-loop insulin pumps and advanced valve therapies driving growth. For leaders in medtech, the message is clear: focus on ageing populations, integration, and untapped cardiac markets. Read the full story here: https://xmrrwallet.com/cmx.plnkd.in/eZeHY73M #MedtechLeadership #HealthcareTrends #MedicalDevices