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Lauren Friedman

Owner, Workforce Consulting; Fractional support, Advisement, and Analysis for early stage startups

Lauren Friedman is a seasoned consultant and educator specializing in workforce and talent acquisition strategies. She is currently the Owner and Chief Consultant at Workforce Consulting, based in Atlanta, Georgia.23

Professional Background

Lauren has extensive experience in the recruiting and talent acquisition field:

  • She previously worked as a Consultant and Educator at Workflow (formerly Startup Recruiting Bootcamp) from August 2022 to March 2024.2
  • Prior to that, she held roles such as Senior Manager of Talent Acquisition at Lucid, LLC and Talent Partner at Talentful.2
  • She has also worked as a Recruiter at Mya Systems and Project Manager at Clockwork Recruiting.2

Expertise and Focus Areas

Lauren's work centers around:

  • Recruiter enablement and efficiency
  • Documentation and process improvement for hiring teams
  • Bridging the gap between MVP and scaling for early-stage companies
  • Designing and scaling hiring functions for companies of various sizes
  • Advising on talent acquisition strategies and career development

She is particularly passionate about recruiter enablement, which she describes as supporting "the efficiency, accuracy and predictability of hiring efforts".1

Education and Approach

Lauren holds a Bachelor of Fine Arts (B.F.A.) in Illustration.3 Her approach emphasizes:

  • Human-centered design in hiring processes
  • Rapid iteration and problem-solving
  • Bringing "the human back into this work" of recruiting and hiring1

Lauren is known for her innovative approaches, such as tasking new hires with documenting their onboarding experience to identify gaps and improve the process for future employees.1

Highlights

Aug 29 · linkedin

Thinking about starting your own company?

Here’s what I’ve seen after advising 2 CEOs over 4 years on GTM strategy and mindset, now acting as a Founder myself:

  1. It takes more than just vision, it takes action. You can have big dreams and a strong mission, but without the ability to execute (or delegate out), you’ve got a countdown to closure.

  2. Figure out your strengths early, and offload everything that isn’t ASAP. Yes you CAN probably manage your marketing strategy, or your hiring processes, but a SME is going to do it 10x as fast and better.

  3. If you can’t sell yourself, no one will be able to sell for you. Clarify your mission, lock in your elevator pitch, and get yourself in front of anyone who is willing to listen.

  4. It’s not for everyone. If you don’t like managing people, don’t be a founder. If you don’t have patience, don’t be a founder. If you can’t take criticism, don’t be a founder. If you don’t want to be in the weeds for 2-4 years, don’t be a founder.

  5. Isolation is inevitable, and takes intention to avoid. The life of an early founder is hard - there’s 10,000 tasks to do, only you to do them, and only so many hours in the day. It’s easy to lose yourself in work and slip away from friends or family.

They say it takes a village to raise a child, and your company is your new baby. Now more than ever is when you need a strong support system. It may take you scheduling in time to text friends, or creating a monthly dinner date, and it could seem silly and unnecessary, but the effects are real.

What else would you add to this list?

Aug 28 · linkedin

Seeing tons of updates in the feed from candidates I hired or coached over the last 8 years getting promotions, hitting major company milestones, and finding new roles with bigger titles and responsibilities.

It’s such a point of pride to know I helped open a door, boost confidence, or show a path for these folks in their early careers.

This is why we do what we do!

Recruiters, sound off your wins for your candidates in the comments, let’s get some good feels going 🥰

Related Questions

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Lauren Friedman
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Location

Atlanta, Georgia, United States