Pape-Dawson Engineers’ Post

The mystical gut feeling in hiring is an invaluable asset.

It's not every day that an opportunity like this comes around—to partner with such an incredible team of people whom I have the privilege of calling my Peeps! I may be biased, but you'd be hard-pressed to find a group of Peeps more committed to ensuring no child's circumstance limits their potential than you would at PRACTICE Benefit Corp. The work we do isn't easy, and neither are the lives of the scholars we serve or the school administrators we support. But it matters. The scholars and families we serve matter. I've always believed that when faced with the choice between doing the easy thing or doing the hard thing, we should choose the hard thing because not many others would. But the people you do find doing the hard work, the kindred spirits, they're special people. Some companies choose to hire a COO so the CEO can take a step back. You might think that would be the case as I wrap up my 14th year in this seat. Let me be clear: this is not one of those companies or one of those roles. We are looking for a partner who is excited to roll up their sleeves and work hand in hand with me and the rest of our Peeps. From the very beginning of this journey, I've shared that our purpose could not be achieved by one person. In fact, it would require us to build a community and drive a movement. What we do isn't special, unique, or different, but how we do it is. We are a community of 200+ Peeps who share a common commitment to our purpose and values that go beyond slogans on a wall. We strive for excellence, act entrepreneurially, behave like conscious capitalists, and empower revolutionary change. We are currently working to support 1,000,000 low-income children by 2030. This isn't a cushy VC-backed company with money to blow "inventing the future." We are a bootstrapped organization operating in the now, building the future. We manage cash prudently and care about profitability as a means for sustainability to do this work over the long term and take care of our Peeps. If this post resonates with you or sounds like someone you know, please apply. If you have any questions, feel free to send me a message. If this isn't you or someone you know, I hope you will consider liking the post, adding a comment to show support, or sharing this opportunity with your network to further our purpose of ensuring no child's circumstance limits their potential. 🙏

Things to know if you are hiring people.

Prepare for growth in the 2025 financial year with Smith & Co! With new budgets in place this time of year, it’s the perfect time for your company to prioritise it’s growth. Reach out to us to discuss your upcoming projects. Even if you're not currently hiring, planning ahead is crucial, as the average hiring process can take three to six weeks. Kickstart your 2025 Financial Year hiring process by contacting Smith & Co at 1300 WE RECRUIT!

When hiring there are two lines of thinking, one that makes you a lot of money, and the other one that costs you a lot of money. What line of thinking do you implement in hiring? Would you change you way of thinking? Comment Below!!!

Factors to Consider When Hiring an IT Company:

The right people in the right seat is everything. We just hired a director of recruiting who helped us 10x the business. This only happened because we fired the person previously in the role. Here are 5 lessons I learned from this experience: 1. Competence does not equal right person for the job 2. Growth mindset & leadership >  just getting the job done 3. Full visibility into the operations →  better decisions 4. Hiring someone with previous experience →  new ideas to our team 5. Hire for the future. She’s overqualified and this will take us to the next level I continue to ask myself,  “do we have the right butts in the right seats?”

Hiring is easy. Hiring the right people is the challenge.

Why hiring for potential beats hiring for experience every time... Let’s face it Hiring someone who can “hit the ground running” sounds good, But in reality, it’s not a sustainable strategy. 99% of skills can be taught. What you can’t teach are 1. Drive 2. Adaptability 3. Hunger to grow Great hires aren’t about finding people to do the job today—they’re about shaping the future of your team. Here’s what you should be looking for: ➠ Adaptability   Can they handle change and pivot when needed? ➠ Problem-Solving Mindset   Do they see challenges as opportunities? ➠ Continuous Learning   Are they committed to personal and professional growth? ➠ Self-Starter   Can they own their responsibilities with minimal oversight? ➠ Balanced Thinking   Can they merge creativity with practical, logical decision-making? ➠ Strong Communicator   Do they express ideas clearly and collaborate effectively? ➠ Long-Term Vision   Are they focused on sustainable success, not just quick wins? Invest in potential, not just experience.   Your best employees won’t just tick boxes—they’ll: 1. Elevate your team 2. Inspire innovation 3. Drive long-term growth --- The Real Question: What do you value most when hiring?   Comment below! --- Reconsider your hiring strategy.   Invest in the future of your team. ♻️ Share this if it resonates.   👉 Follow Jay Mount for more insights on building future-ready teams.

The biggest challenge startups often face isn't just securing money and funding but sourcing a talented team that can drive the vision forward. Hiring a Chief of Staff can be a game-changer. This role helps streamline operations, manage projects efficiently, and ensure alignment between various teams. A Chief of Staff provides leadership and strategic direction, allowing the founders to focus on scaling the business while ensuring that day-to-day operations run smoothly and effectively.