Hiring tips from HR Professional

Tell us a bit about yourself and how your journey led you to Delta40

Starting out in Nairobi, my journey kicked off with an internship at the African Leadership Group. That internship eventually turned into a full-time role, and I spent five years there, growing from intern to People Operations Specialist. When Delta40 reached out, I was intrigued, even though the venture capital world was totally new to me. The challenge was exciting though, so I took it on. I began as an Operations Associate, and as Delta40 became its own entity, the role naturally evolved. When an opportunity in the Talent team opened up, I stepped into it. Now, I’m managing both operations and talent acquisition, marking the start of a new and rewarding chapter.

So you didn’t start in talent; how did you end up in that role?

In a startup, flexibility is everything. Coming from People Operations, stepping into the Talent role felt like a natural next step when the Talent Director moved on. It was definitely a big change, but the team saw potential in my experience, and I was excited to take on the challenge.

You’ve now spent a year hiring talent. What’s the difference between recruiting for a senior role vs. an entry-level one?

When recruiting for entry-level roles, the focus is on potential, curiosity, and initiative. You’re looking for candidates who show a willingness to learn and grow, and soft skills like teamwork and communication are key. On the other hand, recruiting for senior roles shifts the focus to leadership, strategic thinking, and cultural fit. For senior candidates, it’s about how they can lead teams and align with the company’s broader goals and strategy.

What’s your approach to CVs, especially for candidates whose experience doesn’t directly relate to the role?

When reviewing CVs, the emphasis is on transferable skills. Even if a candidate’s past experience doesn’t directly relate to the role, skills like leadership, problem-solving, and initiative are incredibly valuable. For entry-level candidates, I look for signs of proactivity, such as volunteering or taking extra courses. The main thing is making sure the CV is tailored to the job, highlighting relevant experience, even if it’s not an exact match.

How should candidates approach roles beyond their current experience or salary negotiations?

When considering roles that stretch beyond your current experience, don't be afraid to apply if you're eager to learn and meet most of the requirements. Your potential can outweigh the gaps in expertise. For salary negotiations, especially for entry-level positions, the focus should be on gaining experience. Do your research on salary ranges for similar roles in your location and set realistic expectations. However, keep in mind that growth opportunities and the experience you’ll gain often outweigh the starting salary.

Let’s say you receive 100 applications for an entry-level role. What’s the one thing you’re looking for that will make a candidate stand out?

It’s all about relevance and clarity. HR professionals don’t have time to read every CV in depth. We typically spend no more than 10-20 seconds scanning each CV. I look for keywords that match the job description. For example, if the job is finance-related, I want to see experience with budgeting, profit and loss, or spreadsheet management. If those keywords aren’t there, I’ll move on. Customising your CV to the job description is key, but don’t lie. If you claim experience you don’t have, it will be exposed during the interview process.

What if someone exaggerates their experience or lies about it on their CV?

It’s not worth it. If you lie on your CV, you might get the interview, but once we start asking you to explain your experience, the truth will come out. Lying will only catch up with you, either during the interview or in a case study exercise. It’s better to be honest and highlight your true strengths.

Finally, what advice do you have for young people pursuing green jobs or internships?

The green economy is growing rapidly, and getting involved early is crucial. Attend industry events and webinars and seek internships or volunteer opportunities. Networking is key; many roles in this space are filled through referrals. In fact, I’ve closed so many positions just through my network. So yes, immerse yourself in the ecosystem, build connections, and remember: your network really is your net worth.