Jackson Owago's Blog

Do Startups Prefer Specialized Skills or a Strong Work Ethic and Willingness to Learn? You’ve seen the job ad before. “We need a self-starter with five years of experience in a fast-paced environment. Must know Python, manage their own projects, thrive under pressure, and be a team player.” It sounds like every other startup job post, right? But when you sit across from a candidate who may not tick all the boxes but lights up when talking about learning new things, what do you do? This is the hiring dilemma that almost every startup faces. Do we go for candidates with deep technical skills, or do we bet on someone eager, adaptable, and ready to grow? Skills vs. Mindset — What Are We Really Hiring For? Let’s be clear. Specialized skills matter. If you’re building software, launching a new product, or managing investor funds, you need people who know what they’re doing. But in startups, job descriptions are living documents. Roles evolve. Priorities shift. Today’s growth hacker may need ...

  Is Hiring New Talent Costing You More Than Keeping the Ones You Have? If you work in HR, you may have wondered if it is actually cheaper to retain a current employee rather than hire a new one. This blog simplifies the hiring process, making it clear, practical, and relevant. I will explore the various costs associated with hiring a new employee, including the time spent reviewing resumes, as well as the expenses of onboarding and training. Additionally, I will address less obvious costs, such as lost productivity and the time managers spend conducting interviews. Then I will compare that to what it takes to keep your best people happy and growing in their roles. Retaining is usually the smarter move, both for your budget and your company culture. This post is for HR leaders who want to be more strategic with their time, energy, and hiring budgets. It's packed with insights you can use in your next boardroom pitch or talent planning session. I will be looking to answer the follow...

Hiring on a Budget? Here’s What Actually Works “We can’t compete with the big guys on salary. How are we supposed to hire anyone great?” A founder said this to me last week, and I nodded. It’s something I’ve heard from startups, nonprofits, and even mid-sized companies. And it’s a real concern. The Problem Let’s face it, money talks. But not every company has the budget to pay top-tier salaries, especially in today’s competitive talent market. That doesn’t mean you’re out of the game. It simply means you need to think a little creatively. What You Can Do Instead Here are a few things that don’t cost a fortune but do catch candidates’ attention: Showcase Purpose Today’s candidates want to work somewhere meaningful. If your company is solving a real problem or making life better in some way, talk about it. Ensure your purpose is clearly communicated on your website, in your job ads, and during interviews. Be Flexible (Really Flexible) Flexibility is the new currency. Can people work remo...