Building Trust and Driving Growth

Building Trust and Driving Growth: Insights from Tristan Hamish Mackrory, Head of People at Almedia ‍

Understanding the nuances of hiring and team integration is crucial. In this episode of the Move podcast, we chat with Tristan, the Head of People at Almedia, a bootstrapped ad tech company in Berlin. With eight years of experience in the talent and people sector, Tristan shares valuable insights from his journey, including his time at RapidAPI during its rapid growth phase.

‍The Importance of Trust and Openness

Tristan emphasises the unique advantages of working with first-time founders. He notes, “I’ve been impressed by the understanding and acceptance of feedback from my CEO, Moritz Hollander. His enthusiasm and openness to trying new ideas create a great environment for innovation.” This openness has allowed Tristan and his team to implement significant changes quickly, such as introducing a new applicant tracking system (ATS) in just a few weeks.

Establishing trust is essential, especially in a fast-growing startup. “In the early stages, it’s critical to build that immediate trust. When a founder asks if you can do something, you need to provide a clear answer,” Tristan explains. He illustrates this by discussing a recent project where Moritz wanted to launch a new employee engagement initiative. Tristan was able to say, “Yes, we can do this, but let’s prioritize our current goals first.” This approach avoided the pitfalls of overpromising and ensured that expectations were managed effectively.
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“Yes, we can do this, but let’s prioritise our current goals first.”

Data-Driven Decision Making

Tristan’s strategy involves conducting thorough analyses to identify what truly matters for the company’s growth. “When I came in, I did a big SWOT analysis and spoke with the leadership and employees to understand strengths, weaknesses, and potential threats,” he shares. For instance, he identified that the onboarding process was slow and inefficient, leading to lower employee satisfaction. He presented this finding to the leadership team, along with a plan to streamline the onboarding experience, which resulted in a 20% reduction in the time it took for new hires to become fully productive.

“I love being data-driven,” Tristan continues. “You can show your value early on by implementing changes that align with the company's goals.” This data-centric approach not only helps in decision-making but also fosters a culture of transparency and accountability. By creating dashboards that track key metrics, Tristan has been able to keep the leadership team informed about recruitment progress and employee engagement.
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“You can show your value early on by implementing changes that align with the company's goals.”

Challenges in Talent Acquisition

Despite the successes, challenges are inevitable. Tristan reflects on his experience at RapidAPI, where he was the first hire in Europe and tasked with building a team from scratch. “It was a wild but magical ride,” he recalls, navigating time zone differences and the intricacies of establishing a presence in Berlin. He notes that brand awareness was crucial for attracting talent in a competitive market, leading to innovative marketing strategies that increased visibility, such as an advertising campaign on public transport.

When asked about the current hiring landscape, Tristan acknowledges that while opportunities are increasing, candidates remain cautious due to economic uncertainty. “I tell candidates to focus on what they’re passionate about when choosing a job,” he advises. “Pick something you genuinely believe in.” This perspective has helped him guide candidates toward roles that align with their values and aspirations, ultimately leading to higher job satisfaction and retention.

Advice for Talent Leaders

“Provide radically candid feedback while supporting their vision"

As Tristan wraps up his insights, he shares valuable advice for talent leaders working with first-time founders:

1. Build Trust: Establish a foundation of open communication and reliability. “Provide radically candid feedback while supporting their vision,” he suggests. Tristan emphasises that he approaches feedback with constructive solutions, helping founders understand the rationale behind necessary changes.
2. Educate with Data: Use comprehensive data to create a clear picture for founders. For example, Tristan developed detailed reports on hiring trends and employee engagement, helping Moritz make informed decisions about future investments in talent.
3. Be Flexible: Adapt to the demands of a fast-paced startup environment. Tristan notes that being available for guidance during crucial moments builds trust and reinforces his commitment to the company's success. He recalls instances where he worked late to assist with urgent hiring needs, demonstrating his dedication to the team's growth.

Conclusion

In the fast-evolving world of talent acquisition, building trust, leveraging data, and maintaining flexibility are key. Tristan’s experiences highlight the importance of understanding the unique challenges of working with first-time founders and the need for strategic decision-making in talent acquisition.

As the hiring landscape continues to change, leaders who focus on building strong relationships and fostering a culture of transparency will be better equipped to navigate the complexities of the recruitment process