Earn from 400-5.000€ per successful B2B intro.
*This is a B2B Referral Program, not a Candidate Referral Program.
Hey there! It's great to see you here – it seems we have a lot in common. At ambi.careers, we've launched a B2B referral program, recognizing that the best connections often come through amazing people like you. Our experience working with startups and scale-ups has shown us the power of referrals in finding new clients. So, let's make the most of our network! Not only will this program help us grow, but it also rewards you for the valuable introductions you provide. It's a win-win situation. Welcome aboard! I'm curious, how is your week going? Perhaps you're already in conversation with someone looking to hire – why not refer them and benefit from our program, today?
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Emma is the co-founder of an early-stage start-up, just starting her entrepreneurial journey.
Rapidly build a small but effective team to develop the company's product or service. Keep costs low while attracting talent who are willing to take risks and wear multiple hats.
Limited funding for competitive compensation packages. Attracting top talent who believe in the startup's vision and are willing to work with uncertainty .Lacking a structured HR department or clear hiring processes.
Finding candidates willing to accept lower initial salaries in exchange for equity. Ensuring that new hires can adapt quickly to a rapidly changing environment. Struggling with time-consuming, ad-hoc hiring processes that take focus away from core business activities.
Sam is the founder of a startup that has secured seed(500K-1M) funding and is gearing up for growth.
Scale the team to meet increasing demand and accelerate product development. Build a strong organizational culture that reflects the startup's values and mission.
Attracting experienced talent within a limited budget. Ensuring that new hires align with the startup's culture and long-term goals. Developing efficient hiring processes and workflows.
Struggling to compete with larger competitors for top talent. Balancing the need for rapid hiring with maintaining quality and cultural fit. Managing the growing administrative burden of HR tasks as the team expands.
Casey is the Talent Acquisition Manager at a pre-Series A startup. They have a background in HR and talent acquisition and are responsible for all aspects of recruitment.
Build the initial team with key hires to bring the startup's vision to life. Identify and attract individuals who are passionate about joining an early-stage startup. Establish the foundation for efficient and scalable hiring processes as the company grows.
Limited resources and budget for hiring. Attracting experienced candidates who are willing to take the risk of joining an early - stage startup. Navigating the early stages of building the startup's employer brand and reputation. Developing hiring processes and systems from scratch.
Balancing the urgency of hiring with the need to find candidates who align with the startup's vision. Leveraging limited resources effectively to compete for top talent. Establishing an attractive employee value proposition to compete with more established companies. Creating a structured and streamlined recruitment process to handle an increasing number of roles.
Taylor is the Head of Talent Acquisition at a Series A funded startup that has experienced significant growth. They have a background in talent acquisition and HR and are responsible for overseeing the company's entire recruitment process.
Scale the team across multiple departments to support growing operations. Attract top-tier talent and experienced leaders to drive the company's next phase of growth. Streamline and optimize the recruitment process to meet the demands of a rapidly expanding organization. the initial team with key hires to bring the startup's vision to life. Identify and attract individuals who are passionate about joining an early - stage startup. Establish the foundation for efficient and scalable hiring processes as the company grows.
Competing for talent with larger, more established companies. Maintaining the startup's unique culture a sit scales. Managing a high volume of applications and streamlining the hiring process. Balancing the need for speed and efficiency with maintaining quality and cultural fit.
Ensuring that the hiring process remains efficient and doesn't slowdown company growth. Identifying and addressing any potential cultural clashes as the company scales. Managing multiple recruitment initiatives and juggling various roles within the HR function. Developing strategies to continuously attract and retain top-tier talent, including leaders and specialists.
Marta is the Head of Plat format a venture builder or investment fund focused on supporting and growing startups within their portfolio. They have a background in business development, operations, or venture capital.
Develop a robust platform strategy to enhance the success of portfolio companies. Establish strategic partnerships with recruitment providers to offer valuable resources for portfolio companies. Ensure that portfolio companies have access to the best talent and can hire quickly to drive growth.
Challenges: Identifying and vetting reliable recruitment providers that align with the needs of diverse portfolio companies. Creating and managing partnerships that offer competitive advantages to the startups. Ensuring that portfolio companies leverage these partnerships effectively to meet their hiring goals.
Balancing the need for standardized resources with the unique needs of each portfolio company. for talent with larger, more established companies. Maintaining the startup's unique culture as it scales.
Managing a high volume of applications and streamlining the hiring process. Balancing the need for speed and efficiency with maintaining quality and cultural fit.
Ensuring Selecting recruitment providers that can cater to the diverse needs of portfolio companies, from early-stage to more mature startups. Ensuring that portfolio companies fully utilize the recruitment partnerships and derive value from them. Measuring the impact of these partnerships on portfolio companies' hiring success and overall growth. Addressing any potential conflicts or challenges that arise between recruitment providers and portfolio companies.