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Hyper-growth 3/4 🧮 Resource Allocation

Try Catch Essentials
Hyper-growth 3/4 🧮 Resource Allocation
By Kerry from Try Catch • Issue #16 • View online
Morning, Friday.
It’s Kerry from Try Catch, we’re back at it again with another perspective of the January topic of Try Catch Essentials: Hyper-growth.
Try Catch Essentials are:
  • For HR leaders, recruiters, founders and hiring managers
  • Handpicked essential reading on key topics in HR and Tech
  • Sent to you in 4 easily-digestible issues per month
We mentioned in our first entry in this series, we’re using the definition of hyper-growth as multiple vacancies that are open across many different departments, therefore by filling these positions a company grows by significant percentages.
With limited personnel and resources available, teams preparing to grow by hundreds of percentage points will absolutely feel the pressure of staying on-course while simultaneously interviewing, hiring and on-boarding.
This is where Try Catch can come in to alleviate these stresses from your team, by pre-screening and curating candidates we can select and introduce only top-tier cultural fit and skilled candidates to your organization.
Read on to learn about how properly allocating resources is necessary during growth phases of an organization, especially during hyper-growth when the stakes and speed of decisions are high.
If this topic seems like something your hiring manager or founder should be aware of, or if you know someone that would enjoy learning more about hyper-growth, we’d ♥️ it if you’d share this newsletter to your network.
If you have a great contribution to this month’s topic, we’d love to learn more about any advice, insights, or reflections you and your network has accrued related to hyper-growth.
As always, we’re just a reply button click away. 📥

Allocating Resources and Effective Delegation
Hiring is as important as it is time-consuming.
From the feast of internet guides and essays, we can glean that the two most suggested options are: either delegate candidate sourcing and recruitment responsibilities to in-house employees OR to out-of-house talent acquisition groups.
These are key suggestions from this week’s Essential Read to best handle hyper-growth engineer hiring:
  • Work in lockstep with recruiting to streamline the process
  • Test your first-round technical interviews to ensure they identify talent that meets your bar
  • Ensure your interviews are structured, consistent, but are part of a flexible and fast process
  • Reduce the amount of time software engineers spend interviewing altogether
The Essential Read
Are you stuck in the Catch-22 of hiring for hyper-growth?
The Additional Reads
Is the Tech Talent War Hurting Innovation? Hiring Managers and Tech Recruiters Respond | Indeed Blog
The Phases Product Teams Go Through, From Product/Market Fit to Hypergrowth | First Round Review
Who to Follow
We had a cheeky Google search yielding pretty hilarious results (people must reeaalllly care about having a high follower count on Instagram), but in the end we discovered Maxeme Tuchman, CEO and Co-Founder of Caribu. Maxeme has a litany of awards and achievements on top of maintaining a modest yet respectable follower base on Instagram. You can also find her on LinkedIn and Twitter.
Have A Listen
Next Up
We’ll be in your inbox again next Friday morning at 9:10 discussing Scaling Culture.
When organizations scale so quickly, the culture is bound to alter with it. We’ll dive into perspectives of when to stay vigilant and when to let culture happen.
Stay Connected
We’d love to hear your feedback, even just once: hit reply or send an email to, I reply to every message.
See you Friday!
PS, if you’re in Amsterdam at the end of January, come bowling with the Try Catch Team! Click the banner for details!
Did you enjoy this issue?
Kerry from Try Catch

Try Catch Essentials:

- For HR leaders, recruiters, founders and hiring managers
- Handpicked essential reading on important topics in HR and Tech
- Sent to you in 4 easily-digestible issues per month

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