Series B-level companies are often on strong growth trajectories. Market competition is stiff and more readily apparent – and the same goes for hiring, with companies spending more and more on talent. Scaling is now the priority, but the focus for this will differ depending on the type of organization, with some making large strides toward overall, enterprise-level expansion, while others enter new markets, add new product lines – or stay compact to home in on a niche market, product, or service.
Regardless of direction, Series B companies are usually doubling down on building out and strengthening teams in terms of both size and seniority, with VP- and C-level roles being brought aboard as responsibilities and scale increases.
Series C - ‘We need to hire 8 FTEs, otherwise it cannot be done’
At the Series C level, we see companies investing in international growth and senior management teams. Company culture and dynamic often shift, from smaller, “clan-like” operations to fully professionalized organizations. New hires, too, are often sourced for their experience or expertise rather than the rooted, intrinsic motivation that early-stage companies seek.
Internal hierarchies also start to evolve from the top, down: C-level, department heads, VPs, then senior and junior departmental positions. Additionally, international expansion becomes a hot topic, with local “go to market” teams being developed, assembled, and sent to local markets from the centralized organization.
Series C, however, often brings with it a substantial challenge in the form of company culture. When companies are undergoing rapid growth, a common reason for employees leaving are changes to organizational size and dynamic. Things won’t be the same as they were a few years ago, meaning it’s essential that leaders work to preserve what made their company an attractive place to work in the beginning of its lifecycle.
This also calls for continuous reevaluation of the types of people you need, as well as what roles will best help you build your business in the different stages of growth. With this in mind, it’s important to continuously develop your Employee Value Proposition (EVP) and employer brand, integrating it throughout your entire talent journey. Have questions? Our talent management services can guide you through this process, enabling you to attract and retain talent in an increasingly competitive professional environment.
Now that you know who and when to hire, it’s important to obtain a solid understanding of fair compensation – as well as how much you need to invest in setting up the right team. With this in mind, RocketX has designed a salary benchmark for Amsterdam, Berlin, and Munich. Download them for free today to get started on your hiring growth journey.