The hottest Talent Management Substack posts right now

And their main takeaways
Top Business Topics
Michael’s Newsletter • 196 implied HN points • 27 Jun 23
  1. Upwork is not just for freelancers, but also a place where entrepreneurs can validate startup ideas and leverage talent across platforms.
  2. It's important for all entrepreneurs to learn how to use Upwork for scaling their business.
  3. By using Upwork strategically, like getting paid to build a prototype or arbitraging talent, you can accelerate your business growth.
Femstreet • 18 implied HN points • 07 Jan 24
  1. Being an interim leader is like a guest star appearance in your favorite TV show.
  2. Early stage enterprise sales tactics include not having a VP of Sales in seed-stage startups and focusing on wedge strategies.
  3. Retaining top talent involves creating shared benefit quadrants to move the organization forward efficiently.
The Radar • 19 implied HN points • 27 Dec 23
  1. Old ideas and worn-out concepts in talent management must be identified and discarded to allow for genuine progress.
  2. Binary labels like 'hard skills vs soft skills' and 'introvert vs extrovert' are misleading and can hinder accurate talent assessment.
  3. The concept of 'high potential candidate' often introduces bias and leads to poor decision-making, hindering talent development and organizational growth.
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Ways of Working • 39 implied HN points • 17 Apr 23
  1. Talent is often wasted within organizations due to internal dynamics like bureaucracy and bad incentives.
  2. Excessive work-around-work can hinder productivity due to low trust culture, friction, and rewarding optics over delivery.
  3. Lacking an appreciation for good management can lead to demoralized teams and talent being overlooked for opportunities within the organization.
The Radar • 39 implied HN points • 05 Apr 23
  1. Having centralized and coercive talent management systems can drive out top talent. It's crucial to create a talent market with incentives and agency for individuals.
  2. Military services, like the Army, need to address actual root causes of officer attrition such as lack of control over their futures, poor leadership, and excessive stress on family and relationships.
  3. Outdated talent management models within military services contribute to high attrition rates and lead to the rise of poor leaders. Reevaluating these models is essential for the services to reach their full potential.