Chapter 1 - Should I set up a standalone TA team?

Here comes the exciting time that you have received an ample amount of funding (usually around Series B) and you are ready to EXPAND. Expansion of your products, regions and of course workforce as well. So you find the current HR generalist person at your company is no longer enough to support these high-velocity hiring needs. This is when you should start thinking about setting up a standalone talent acquisition function.

Although there are still a significant number of startup companies continuing expansion without a separate TA function, even when they reach Series D or E stage of investments. You really should think twice if you want to maximize cost efficiency, and if you are serious about building a sustainable company with long-term growth plans. Because growth requires talent, and talent is never transactional. They need time to be acquired, built and trained.

Setting up a talent acquisition function is no joke—it's a full-time job. Your old-timey HR generalist is already swamped with employee relations, payroll, and HR operations. There's just not enough time to dedicate to scouting out top-notch talent. But here's the kicker: bringing in the right individuals from the get-go will save you tons of trouble down the line. Think about it—less hassle with training, smoother management, and potentially even a smoother exit if that's the path you choose.