FullFind

South Africa has one of the strongest remote talent pools in the world. The English is so good, you’d never know if you’re talking to a South African or a native US/UK resident. They’re smart, hardworking, and excellent communicators. I love finding top talent from South Africa for my clients. So, if you’re a Client Success Manager from South Africa and want to land your dream international remote job, apply below: https://lnkd.in/g5QR7qg3

🚨 FullFind is Hiring! 🚨 Our client is looking for a Part-Time Video Editor (remote) with basic Graphic Design skills! 📅 Schedule: Night Shift - Monday to Friday, 8 PM to 1 AM (WIB) 🖥️ Skills Required: - Proficient in video editing - Basic graphic design skills using Photoshop 📧 Send your CV and portfolio to rani@fullfind.co #Hiring #VideoEditor #GraphicDesign #PartTimeJob #NightShift #RemoteWork

🚨 HIRING ALERT: FILIPINO VIDEO EDITORS NEEDED! 🚨 We’re expanding our active talent pool and actively looking for skilled Video Editors from the Philippines to join us! Requirements: - Strong English communication skills - At least 1 year of experience - Proficient in Adobe Premiere Pro, After Effects, and other editing software - Passionate about remote work and delivering high-quality content 💼 Salary Range: $800 - $3,000 USD (based on experience and portfolio) Interested? Join our exclusive talent pool and gain priority consideration for client projects that align with your skills and experience. Please apply to the link below: https://lnkd.in/gqStT7Jz

Me: Candidate has withdrawn from the hiring process Client: Why? Me: She accepted another offer. Client: Wasn’t she keen on starting? Me: Yes she was, but you took too long to make a decision Client: But we were offering a very competitive pay and our company’s famous Me: She’s a talented candidate, she’s not short on other offers. Companies (yes, including my clients) must recognize that hiring isn't just a one-way street where power flows in one direction. Candidates also have the power to walk away from you and to not accept your offer. Just because you’re the one offering the job, doesn’t mean you dictate their decisions. It is ultimately a two-way street. If you recognize a candidate’s value to the role but don’t make an offer straight away because you think ‘maybe there’s someone out there that’s better’, then be prepared to lose the candidate. Remember: Great talents ALWAYS have options. You snooze, you lose.

This is why I built FullFind… My mission: Placing 1000 remote talents from developing countries to Western marketing teams. Follow along my page to watch my journey!

Sam (Sam Heedy) has been my client for 2+ years now. In that time, we've placed more than 10+ editors, project managers and client success managers. We've helped him scale his operations from 6-figures to 7-figures. We've saved him hundreds of thousands of dollars along the way. Watch the full case study here: https://lnkd.in/g8wdz_5U If you need help hiring expert remote talent to scale your marketing teams while still saving 70% on cost, connect with me and we can talk!

The other day, one of my employees made a fatal mistake—our client ended up uploading the wrong video to their social media. Naturally, the client was furious, and it put our relationship at risk. I was frustrated with my employee and the team, but then I remembered something crucial: any major mistake ultimately falls on me as the leader. Sure, I asked where things went wrong and why the mistake happened, but the real issue was a lack of a solid project management system for quality checks and approvals. And that’s on me. Here’s the hard truth: if something goes wrong in your company, especially when you’re running a remote team, 99% of the time it’s your fault. If you think it’s completely your employee’s mistake, it’s still your fault—because you hired them. Even in that 1% of cases where it seems like it’s not on you, it technically still is. Yes, it’s okay to be upset with your team. Yes, you can hold them accountable. But at the end of the day, you have to look inward and ask yourself: - Where did I go wrong as the leader? - What systems need fixing? - How do I make sure this mistake never happens again? Because real leadership isn’t about pointing fingers—it’s about taking responsibility and continuously improving.

HIRING ALERT! I've hired dozens of video editors from Indonesia to work for my Hollywood clients, Fortune 500 companies and 7-figure brands. One of the most creative countries on earth! I'm looking for more video editors that want to work remotely for companies in the US, UK and around the world. If you're a video editor from Indonesia with at least 1 year of experience... Join our active talent pool for the opportunity to be placed with our international clients. Got what it takes? Join here: https://lnkd.in/gCW_hxkS

One of Jeff Bezos’ motto on hiring: “Each time we hired someone, he or she should raise the bar for the next hire” In a 1998 letter to shareholders, he outlined these 3 questions as a way to decide whether to hire a candidate or not:

If you hire someone and find yourself spending more time explaining how to do their job, you’re facing one of two issues: #1 You hired the wrong person. You might have overlooked key skills during the hiring process, leading to a mismatch between the job requirements and the person’s capabilities. This not only drains your time but also creates frustration for both you and the employee. #2 You’re micromanaging them. Micromanagement stifles creativity and undermines trust. When you constantly oversee every little detail, you prevent your team from taking ownership and delivering their best work. Neither scenario is an ideal use of your time, money, or energy. So, what’s the solution? Revamp Your Hiring Process: Use skill-based hiring to evaluate candidates’ abilities before they join your team. Look beyond resumes and interviews—test them in real-world scenarios that reflect the job they’ll actually do. Trust Your Team: Once you’ve hired, step back and let them do what they’re best at. Trust that they can bring fresh ideas and execute tasks better than you would. Your job is to guide, not to hover. If you can’t do this, you risk running a business where you’re paying multiple salaries but still doing the bulk of the work yourself. You end up being the bottleneck, slowing down growth and wasting resources. Hire right. Delegate effectively. Trust your team.