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Launching Gyfted’s Remote Work Index Remote Recruiting is hard due to applicant volume Remote work opened up global talent pools, but it also opened the floodgates. Companies now face hundreds—sometimes thousands—of applications per role. How do you efficiently identify the candidates who will actually thrive in your remote environment? Gyfted’s Remote Work Index tackles this

Hire for Merit MEI with Gyfted Remote work has transformed how we build teams, but it still hasn’t solved a fundamental challenge: how do we identify and select the best talent while staying true to merit-based principles? In fact, as we’ve spoken to scores of top remote recruiters, remote recruiting has it’s own specific challenges.

Talent is distributed, but until 2020 opportunity was tied to geography. With remote work talent and opportunity both got distributed, as tech has unbundled work and location. COVID was the “push” necessary to push all organizations and people in desk jobs remotely, solving the ‘coordination’ and ‘commitment’ problems of having everyone experience remote work concurrently.

A shift in thinking about hiring practices in the tech industry is underway. MEI (Merit, Excellence, and Intelligence) is a new ‘recruiting’ trend focusedon selecting candidates based on their individual merits, skills, and abilities rather than demographic characteristics. MEI emphasizes hiring the best person for the job and values ability and intelligence. It arose pretty

In tech-driven businesses, both Sales and Software Engineering play crucial roles in a company’s success. These are the two most important functions that make startups succeed. This post examines the personality differences between professionals in these two fields, based on data from Gyfted. Understanding these distinctions can provide valuable insights for founders, hiring managers, job

AI, Machine Learning, and Data Engineering (AI/ML/DE) roles and Software Engineering jobs are crucial in tech at large. Below we explore the personality differences between AI engineers and software engineers based on data from Gyfted. Understanding certain distinctions between these can provide relevant insights for team building and talent development, especially around retention. The data

Understanding the personality traits that contribute to success in different roles is of value for both companies and job seekers. This blog post jumps into the personality differences between Sales and Product Development roles, based on data from Gyfted. By examining these distinctions, we can gain valuable insights into what makes professionals thrive in each

Renowned companies such as Zappos, Airbnb, and Google in their early startup days and growth stages have showcased well how a strong focus on culture drives success – stronger internal relationships, a focus on mission, team alignment around goals, and stronger recruitment practices plus popularity among candidates. Since ~2010 Diversity, Equity and Inclusion (DEI) initiatives

Customer Success and Sales / Account Executive roles are pretty similar, but still different in terms of what kind of ‘characters’ are attracted into each role. For sure they are closer to one another, just looking at bare data, in comparison to Customer Success vs Customer Support personalities. This is a reflection in part of

There’s a broken newbie (amateur) notion that “customer success” and “customer support” are similar. No way – and our research at Gyfted based on our own data highlights key trait differences between people in customer success and customer support. It matters, because having the right personality in customer-facing roles like customer success and customer support

AI in recruitment and job boards TL;DR RecBuzz is Europe’s key job boards and hiring marketplaces event. At RecBuzz 2024, we engaged with a myriad of professionals reshaping the recruitment landscape through data and AI. The conference offered a deep dive into the impacts of AI and shifting demographics on the recruitment industry. As a

#RunningRemote 2024 Personal Takeaways  My TL;DR: remote & hybrid are harder, have to be very intentional. Remote makes many things easier, and it’s centric around culture and people – that’s why People and Culture is key to the future of workplaces [Chief People Officer functions will flourish, People and Culture will be more strategic, and

In this changing job market landscape – due to the remote work and hybrid work revolution, we’re seeing an increased interest in talent development and management. Leveraging AI will become key for effective structured talent data collection and talent programs focused on talent development, succession and promotion, as well as team building and ultimately lowering

Once upon a time in the corporate world, a resume was a ticket to a job, and a job was a means to an end. But as the dawn of a new era in employment beckons, there’s a shift in the air. Employees aren’t just seeking jobs; they’re seeking stories, experiences, and a sense of

SF and Silicon Valley Giants in the Tech World Silicon Valley and San Francisco have long been the pulsating heart of technological innovation and venture capital – today’s Florence of the modern Renaissance era. Their dominance is often juxtaposed against San Francisco’s growing challenges: over-regulation, bureaucratic sluggishness, and increasing social issues. Yet, despite these drawbacks,

How to hire a CSM In our remote, competitive business landscape, customer success has become more than just a buzzword – it’s a necessity for long-term growth, enterprise customer love and revenue expansion. A Customer Success Manager (CSM) plays a pivotal role in ensuring that your customers stay loyal but also become advocates for your

When you’re in the challenging but rewarding realm of recruitment for startups and tech growth companies, it’s crucial to remember that evaluating a candidate’s technical skills is just the tip of the iceberg. An equally vital component to consider is cultural fit. This refers to how seamlessly a potential new hire will integrate with your

The promise of AI in HRtech has fallen short of recruiter, industry and startup investor expectations. AI has the potential to revolutionize the recruitment process, making it more efficient, effective, and fair. However, the current state of AI in HRtech has failed us, primarily due to the limitations of available data, biased decision-making, and a

So, I’m sitting in a nice cafe drinking fresh OJ, and I heard the song “Video killed the Radio Star”. I thought “cool let’s see what ChatGPT will write on the topic – it’s trained on pre-2022 data”. ChatGPT, do you know the song “Video killed the Radio Star”? Not bad. I asked GPT-4 for

Your cofounder relationship with your partner is crucial to the success of your business. In fact, it’s the most intimate relationship in your professional life. This article should help you in the process of cofounder matching, as well as in the process of establishing your relationship and growing it. It’s a really crucial and important

Recently I talked to Stanford’s Center for Entrepreneurial Studies (CES) about our team formation tools and how they could potentially help up-and-coming entrepreneurs and students taking classes like Startup Garage, Lean Launchpad and scores of other entrepreneurial courses across Stanford, as well as summer courses in innovation and entrepreneurship, to improve how they get matched

Talent acquisition is key to meeting your hiring needs. Having an optimal number of recruiters can make all the difference in identifying, attracting, and selecting top talent. But how many recruiters does your company truly need to ace hiring in 2025? Your hiring needs are the key factor here. Hence, the ideal recruitment team size

Recruiting for a startup requires a very different skillset and mindset than recruiting for big tech companies. At a startup, the founders should look for a recruiter who has the drive and ambition to help build the company from scratch. The ideal recruiter should be invested in the company and interested in knowing everything that’s

September 29, 2022 It’s no secret that many organizations and job seekers find the hiring process exhausting. It can be time consuming, costly, and somewhat risky for both parties. Those are just some of the experiences we wanted to change when we started Gyfted, a pre-vetted talent marketplace for people who complete tech training or degree

Recruiting at a startup (and most often at a scale-up) is a Herculean task. As a startup company, finding the right talent is crucial for growth and success. That’s primarily the founder’s responsibility. However, at some point (usually at scale-up / high-growth stage with 50+ people on board) the first recruiter gets hired. Once founders

As a company, it’s crucial to have the right people in the right roles. Hiring the wrong person can result in decreased productivity, higher turnover, and a negative impact on company culture. In fact, according to Harvard Business Review, more than 46% of new hires leave work or are forced to leave work mostly due

An organization is only as strong as its people. Top early-stage investors know this very well. Top talent from diverse backgrounds is increasingly aware of the importance of unbiased hiring and an inclusive work environment, and they don’t shy away from turning down a lucrative job offer that fails to represent that.

Hiring a new employee means making a series of complex decisions, most of which we do without being fully conscious of. From prior personal experience to our perception of what certain elements of a resume mean to our first impression of the person, the factors that may sway our judgment are plenty.

Every recruiter wants to believe that they are making objective and fair hiring decisions for their team but in reality, we are more biased than we think.

Here’s a fresh resource for you if you’re interviewing with YC. The value of going through Y Combinator’s accelerator is big regardless of your views of how YC has undergone big changes since 2020 with startup batches expanding to well over 400+ startups per batch, and everything being all remote.

Startup mindset fit is key whether you’re hiring your early team employees or growing your startup. You need to ensure you’re hiring people who are proactive and open to adjusting to changes.

Company culture can be defined as the norms and collectively accepted behaviors in an organization. Sounds simple enough but in reality, pinning down the Company Culture DNA of your organization might be much more intricate.

We all know why creating happiness at work is good for employees, but did you know that it’s also good for your bottom line? Help instil a sense of wellness and joy at work with these tried and tested happiness-boosting methods.