Sandra Rogoza, CSE’s Post

Imagine hiring a team that: ✓ Shares your values ✓ Doesn't give up easily ✓ Needs little instruction ✓ Never stops learning ✓ Adapts well to change ✓ Lifts everyone around them This is entirely possible, but you need to explicitly test for it. Use this guide below. And tell me how it goes! 📌 And if you want to dive even deeper into hiring only A-players, check out my article here: https://lnkd.in/gsa78wuw

Hiring A-players isn’t about resumes—it’s about mindset. Look for problem solvers, not just skill sets. A-players aren’t just talented— ➝ they’re driven ➝ adaptable ➝ and elevate everyone around them. Hire for potential, not just experience.

As a leader, there are two types of positive feedback from my team that warm my heart. One is, "I wanna be like you when I grow up" (oh, sweet Gen Z, you're so kind), and the other is, "I've never worked in a team like this before" from our new hires (last quarter we successfully onboarded four people). Our team thrives in a friendly and supportive atmosphere, where there's no internal competition but a collective drive towards a common goal. We have a deep connection and respect for each other's efforts. I truly believe that a positive team atmosphere significantly boosts productivity and job satisfaction. Happy people work better. As a team lead, I've learned a lot about maintaining this team vibe. Here are some basic principles I follow: - Love your people - Trust them - Listen to them - Support and protect them - Help them grow That's my recipe for a succeeding team. Do you have similar experiences or different thoughts? P.S. We're hiring!

Regular feedback is a game-changer. Agree? For more tips for hiring A-Players, follow me. Save this for later. #feedbackloop #encouraging #recognition #businessconsultant #hiringhelp #hiringguide #owneroperator #ceolifestyle #founders

Ongoing feedback is key to retaining A-Players. Agree? Having trouble finding A players to grow your business and your profits? Rapido Talent can fix that rapido lol 😆 #feedbackculture #feedbackmatters #feedback #hiringexperts #hiringcoach #hiringthebest #chiefpeopleofficer #chiefhumanresourcesofficer #talentacquisition

How refreshing is it that the hiring executive would take the time to put together a quick, but insightful video overview of a key role they are hiring for?

Hiring for a startup is a bit like casting actors for a movie that's still being written. We got lucky at Mimo but I struggled with our hiring strategy in our earliest days… We’re an intentionally small team. Alexander, Andreas and I believe in a flat structure. One that’s made up of senior individual contributors. That’s what works for us right now, as we’re building and shipping super fast. So how do you hire for that? The hard skills are pretty clear for each role. But the soft skills? That’s trickier. We boiled it down to two qualities: 1. High ambition Our team are all self-starters. If they see a problem, they fix it. If they see someone else make a mistake, they flag it. They take initiative. 2. Low ego Our team is also devoid of ego. When they fix that problem nobody asked them to fix, they don’t look for credit. When they’ve made a mistake and someone calls it, they aren’t defensive. They’re grateful. These qualities have helped the team move quickly and smoothly. I know hiring needs change as you scale. But so far so good. High ambition, low ego. It’s a powerful combo. Especially while the Mimo “movie” is still being written. P.S. We’re hiring!

Regularly working a 50+ hour week Overstretched team, working incredibly hard It's difficult to ask people to add hiring to their long list of 'to do's' Hiring A-Players means you can release pressure. It's a game changer The temptation to just 'fill the seat' can be overwhelming but the fallout of hiring the wrong people can be catastrophic Take a look at my short video (link in comments) How do you make sure you hire A-Players? If you're a founder/CEO leading a scale-up and you're feeling the pressure to implement the right hiring strategy drop me a DM

🚀 Hey There, Future Game Changers! We're Hiring: Operation Coordinator, IT Recruiter, Global BD Wiz 🌍 Why You'll Love It Here? Think of a place where your wildest ideas are just the daily norm. A spot where messing up is cool because, hey, that's how we learn, right? We're young, we're all about tech, and we're building something epic. One year with us? It's like cramming 2-3 years of experience elsewhere – no kidding. How We Roll Rules? More like guidelines. Traditional? Nope, not us. We're all about shaking things up and making things happen fast. You'll be growing, learning, and innovating non-stop. We're talking cutting-edge stuff, in an environment that's all about taking chances and making magic happen. Who We're Stoked to Meet Operation Coordinator: You're the glue that keeps the cool stuff together. IT Recruiter: Find us the folks who are going to change the game. Global BD Expansion: Take us to new places and make us go 'Wow!' Ready to Jump into Something Wild? This isn't your average job. It's your ticket to a crazy adventure. If you're buzzing with ideas and ready to make some noise, we're here for it. Let's make the future awesome together. 👉 Apply Now Link in comment

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)