PhillyTech (SaaS Talent) is focused on SaaS and Hi-Tech hiring. The SaaS Talent Matrix (STM) is 15 categories of talent that teaches you how to...
SaaS Talent Modeling: Structure Your Team For The Success Of Your SaaS Company
SaaS Talent Modeling: Your growth blueprint - No mismatches, build a rockstar team. Unleash your SaaS potential with strategic hiring, mapped for every stage. No talent acquisition specialist needed, just the best game-changer for SaaS success.
Success or failure in your SaaS or Tech company is directly linked to talent. Founders need to hire the right people at the right time. But with roles evolving and responsibilities changing as you grow, it's easy to find yourself with a team wearing mismatched hats and tripping over tangled responsibilities. This is where SaaS Talent Modeling comes in, a game-changer that transforms your hiring and sets up your business for success.
You don’t need to be a talent acquisition specialist to know that the one-size-fits-all approach is not the best idea. SaaS Talent Modeling understands that your company is a dynamic organism, constantly growing and evolving as no SaaS startup is ever static. It’s about recognizing that your early-stage hustlers won't be the same people who will lead you to where you want to be. Building a great team doesn't happen overnight. Hire strategically, at the right time.
SaaS Talent Modeling helps you map your growth trajectory and identify the key talent segments you need at each stage. This isn't just about talent acquisition; it's about leveraging the collective brainpower of your entire ecosystem, from board members and investors to advisors and partners. They're all talent, and utilizing them strategically is the difference between sustained success and a flash in the pan.
When you get this right, you have a team that’s working on its core strengths and going in the same direction. As a result, you’re flying lighter because you and your team are effectively sharing the load. This enables you to deliver more, and faster.
So, what does this talent segmentation look like? Easy, talent breaks into two segments: Internal Talent and External Talent.
Internal Talent is your team, the ones who are passionate about what they’re doing, the heart and soul of your operation, the ones who get things done.
External Talent is your strategic partners, the ones you call when you need specific expertise or a temporary job done. They're the consultants, freelancers, and agencies who bring fresh perspectives and specialized skills to the table.
But how do you know which talent segment to tap into, and when? That's where the verticals come in. Think of them as the pillars of your company, the essential roles that need to be filled to keep your growth engine running.
Here are the key verticals, and the ideal timing to bring them on board:
Founder/CEO: This is you, the head of the verticals. You need to hire your verticals backward where you start with the entry-level people up to the C-Level people.
CTO: Start hiring your Engineers, DevOps, and QA people. Then you hire their leader who oversees software development. Recruit when your product nears its MVP stage.
CPO: Start with a Product Manager and a UX Product Designer. Then you'll need your CPO to lead these efforts, define the customer experience, and drive the product roadmap. Bring them on board as user feedback starts pouring in.
CRO: You first hire a sales engineer who turns product value into prospects, then an SDR to build pipeline, and then a sales director to scale that pipeline and sales efforts. Then you hire a CRO.
COO/CFO: The operations/financial head who ensures smooth internal processes and scales infrastructure. Hire right before rapid growth starts. They work closely with your Executive Assistant, so you have eyes everywhere.
CMO: Hire some people to do marketing content and copywriting (this could even be your executive assistant). You will then need a marketing manager that builds your marketing strategy. Lastly, your CMO will come aboard to streamline and scale your marketing efforts to the next level. They will drive customer acquisition. Recruit as you're ready to scale marketing efforts.
CCO: You first hire a Business Analyst / Support Technician to better understand market needs, then 1 or 2 CSMs (Customer Success Managers) as your client base grows, and then you hire a Chief Customer Officer.
Executive Assistant: The driver’s right hand, supports all C-suite functions. Hire when the CEO's workload becomes overwhelming.
But regardless of the vertical, there's one non-negotiable qualification: the startup mindset. This isn't a 9-to-5 gig; it's a ride of passion, grit, and sleepless nights. You need people who thrive in ambiguity, who embrace the hustle, and who believe in the impossible. That’s your #1 rule for talent acquisition.
Ditch the mismatched hats and embrace the power of SaaS Talent Modeling. Build your dream team, one strategic hire at a time, and watch your SaaS company grow exponentially. After all, with the right talent on board, the only limit is your imagination.
Simplify your structure, optimize for growth, and watch what a well-organized team can do for your business.
Another Must-Read: What’s The Best Place To Get Offshore Talent From?
Connect with Michael C. Bertoni on LinkedIn. If you would like to learn more about how SaaS Talent can help you scale your business, set up a Free Strategy Session with us by clicking here, or set up a meeting using the calendar below. We're more than talent acquisition specialists, we're your talent partner!