Rapido’s Post

**Life changing opportunity ALERT** With ZERO “demand gen” Sauce have experienced incredible growth 🚀🚀 Now it’s time to take it the next level 🎉 If you’re a seasoned pro in SMB demand gen, with a track record of building things that work fast and from scratch, and know how to build high-performing engines, this could be a life-changing opportunity for YOU. Ambitious, action-oriented, and always pushing to exceed goals? Senior, but… Not afraid to roll up your sleeves to get things done? Let’s chat! 💥 #GrowthOpportunity #DemandGen #SMBMarketing #restaurants #StartupLife #Hiring

🚨 We’re hiring! 🚨 I’m looking for a Senior Account Executive to join us at Vividly. If you’re passionate about CPG, thrive on the thrill of closing deals, and don’t mind a little (okay, a lot) of startup rollercoaster action, keep reading. This role is not for the faint of heart—it’s for the scrappy, the resilient, and the self-starters who see opportunity where others see obstacles. You’ll be helping us build relationships with some of the coolest brands in the consumer goods space while pushing the limits of what’s possible with trade promotion management. 👊 Why Join Us? - We’re redefining how CPG brands think about trade spend. - You’ll have a direct impact on our growth and direction. - You’ll learn. You’ll grind. You’ll win. 💼 What We’re Looking For: - 10+ years of SaaS or CPG sales experience. - Comfort navigating the C-suite and closing complex deals. - A consultative approach, relentless persistence, and a touch of creative genius. (Bonus points if you know your way around the CPG world.) We’re gearing up for a record-setting 2025, and this is your chance to hop on board. But fair warning: this job is no cakewalk—it’s a grind. If you can handle the highs, the lows, and everything in between, I want to hear from you. Drop me a message or check out the link to apply in the comments below 👇 Let’s make magic happen. 🚀

🎯 The look you'll have when you not only hit ambitious targets but exceed them! We at Rio are hiring for two roles in our Growth/Business team, and we need go-getters who: 🚀 Thrive under targets 🧩 Love problem-solving 📈 Have a knack for driving results 💡 Open Positions: 1️⃣ Growth Associate (2-3 Years) : Drive growth strategies, dive deep into analytics, and bring innovative ideas to the table. 2️⃣ Category Manager (2-5 Years): Own the business metrics, negotiate like a pro, and onboard partners with your expertise. 🔍 Who are we looking for? ✔️ Strong analytical and negotiation skills ✔️ A business-savvy mindset to identify opportunities and execute fearlessly ✔️ Someone who doesn’t just meet targets but lives to crush them 💥 If you’re ready to take on ambitious goals and make an impact in a fast-growing startup, let’s talk! 📩 DM us or send an email to hr@rio.money P.S. Crushing targets isn’t just a skill—it’s an attitude. Do you have it? 🔥 Vivek Amarnani Suhasni H.

good opportunity

Building a successful e-commerce business starts with assembling the right team. Your team is the foundation upon which everything else is built. Product, marketing, sales, operations - it all hinges on having the right people in place. When hiring, look for individuals who: - Share your vision and values - Possess skills that complement the rest of the team - Are adaptable and resilient in the face of challenges - Have a growth mindset and are eager to learn - Work well collaboratively and communicate effectively Get the hiring right, and you'll have a solid foundation for success.

We're hiring 👋👋 Every quarter, we collaborate with our teams to establish "Goals", a simplified version of OKRs. Our process is simple. We work backward from the annual goals and identify the actions we need to input in order to get there. We categorize our goals into three areas: People, Product, and Distribution. In that order. Why this order? These are the aspects that truly matter to us: 1. Building an exceptional team 2. Delivering a product that people love 3. Distributing it efficiently in terms of volume and cost With regards to the first point, we have a lot on our agenda... Check out our various openings (and the comprehensive career page designed by Morgane Conrad), ranging from opportunities in engineering, customer success, sales to product (Link in first comment)

"The current market is not hiring Product Management generalists." - Me Hiring Managers - help me answer a question when advising early stage PMs. Are you hiring specialists or generalists? I meet with some folks early in their Product career and when I think about how they can be the most competitive version of themselves, I advise them to focus on their "expertise" and channel it for the next role: --- if they've worked at a security company - apply to security companies --- if they've worked with B2B clients - apply to companies serving B2B clients --- if they worked at small companies - apply to small companies I just don't think in this market that anyone is open to hiring a well rounded smart candidate who can "figure it out." What hiring decisions are you making these days? Photo by Dominik Scythe on Unsplash

Hypergrowth is great. Building sustainably is better. That's why we're making our biggest hire yet. It hit me... 3 years ago, I was doing this alone. Today I watched our team: 1/ Onboarding 14 new merchants 2/ Processing 50,000+ FBA units 3/ Racing holiday DTC deadlines 4/ Planning 2025 strategy We scaled like crazy in 2024: - 300% YoY growth - 16 warehouses - Cold chain launch - EU expansion - SFP rollout That's why we're hiring our next: Senior Onboarding Manager THE REALITY: We're not just adding warehouses. We're building the foundation for the next decade. THE ROLE: - You'll own the moments that matter: - New merchant launches - System integration - Success planning - Scale strategy You'll work with: 1/ Hundreds of leading brands 2/ World-class engineers 3/ Global operations team 4/ Next-gen tech stack What you need: - 4+ years operations experience - Large account management - Logistics background - Builder mindset Because here's what matters: The best brands deserve flawless operations. That starts with onboarding. Want to help build something that lasts? DM me.

Hi Fellow agency folks, Let's shine a light on something often overshadowed in agencies: hiring. While sales take center stage, hiring is the glue that holds everything together. It's about assembling a team that not only rocks at what they do but also vibes with your agency's culture and values. With the right people in place, you're not just building a team; you're building a family that's ready to tackle any challenge. Plus, strategic hiring ensures scalability, keeping your agency poised for growth without sacrificing quality. Ultimately, it's about creating an environment where everyone thrives, from your team to your clients. So, let's give hiring the attention it deserves – it's the heartbeat of your agency's success.#AgencyLife #HiringMagic #TeamAwesome#Operations

Here’s how we hired a GTM team for the Dutch market. The Situation ⤵ As part of our international expansion, the company needed a Go-To-Market team in place to meet growth targets. The Task ⤵ →Hire a full GTM team: SDRs, AEs, CSMs (all levels), plus Team Leads. →Partner closely with the Sales Director to hire fast, without compromising on quality. The Challenges ⤵ →A tight deadline to hire a sizeable team. →Native Dutch speakers were essential, shrinking our talent pool. →No company benefits were in place — traditionally these are important for Dutch employees. →Limited local presence and product awareness. How We Made It Happen ⤵ →Secured C-level support, positioning this as a top priority company-wide. →Enhanced our Employer Value Proposition (EVP) to connect with the local audience. →Used innovative tech, market mapping, referrals, and social media for top-of-funnel sourcing. →Optimized and structured the interview process to enable fast, confident decision-making. →Ensured interviewers were ready and available — no delays. →Created a seamless candidate experience, setting the stage for quick commitments. →Collaborated closely with the people team to stay aligned. →Prioritised transparency, ensuring candidates knew the challenges and were excited by the opportunity to build something disruptive. The Results: →Time to Hire (TTH): 16 days average →Fastest Hire: 11 days TTF (still with the company after 3 years!) →Agency fees avoided — approx. €250,000 saved →Growth: 100% year-on-year growth since the team was built Expanding into new markets or facing hiring challenges? Let’s connect and discuss how we can overcome them together! ♻️ Comment for reach 🌎 ❤️ TA