Start Corporation’s Post

At Rocket Companies, they understand that your career is one of life’s most important journeys. At a quick glance, their mission is to empower you to become the very best version of yourself! ⁠ ⁠ That’s why they're committed to an inclusive workplace, where every voice is heard, and all team members have access and the opportunity to grow their skills and make an impact! 💫⁠ ⁠ Here are several more reasons to consider joining the team:⁠ ⁠ 👉 Healthcare coverage⁠ 👉 Paid time off⁠ 👉 401 (k) match and stock purchase plan⁠ 👉 Exclusive mortgage pricing⁠ 👉 Parental leave⁠ ⁠ 🌟 To learn more about Rocket Companies and explore the opportunities currently available, head over to https://lnkd.in/gUS3U8g7 for further information!⁠ ⁠ ⁠ ⁠ #jobboard #jobsearch #careerjourney #careergrowth #azjobs #jobsearchaz #jobpost #jobmarket #jobopening #jobhunt #jobalerts #employeeperks #arizonajobs #jobvacancy #careerdevelopment #teamgrowth #fintech #worklifebalance #employeebenefits #inclusiveworkplace #joboffers #jobseekers #jobpostings #jobhunting #financialindustry #fintechindustry #workenvironment #careeradvancement #careersearch #hiringnow

In 90 days, I went from an Uber layoff to a Series A startup VP. Starting with clarity was crucial to my success. Use these questions to create massive clarity and start your job hunt right: 1. Where Have You Been? The best way to get your bearings on where you are now is to understand where you have been. Perform an analysis of all your prior roles: • What did you like about them? • What didn't you like about them? • What environment set you up to perform at your best? • What took away from your ability to do good work? • What is your highlight reel of accomplishments? Sometimes it's just as effective to be moving away from something as it is to be moving toward something. 2. Where Are You Now? Before you set your sights on what's next it's best to understand where you are today. Take a no-BS look at where you are now: • Make a list of the toolkit of skills you have acquired • Make a list of the tasks people would pay you to do • Rank each skill by your level of strength • Contact people you respect to ask for feedback on strengths and weaknesses This list acts as a roadmap of how to provide value during the job search and can serve as a motivating reminder of all you've accomplished. 3. Where Are You Going? If everything worked your way and you couldn't fail - what would your life look like in 2 to 5 years? Think about the future version of you and shake hands with them: • What is your title? • What are you paid? • What are your skills? • What's your diet like? • Where are you living? • What do you do for fun? • Who are you working with? • What have you built/created? • Who were/are your teachers? • What industry do you work in? • What does your network look like? • What does a day in your life look like? • Are you working in-person/remote/hybrid? • What experiences have you been exposed to? • What are your relationships like with friends/family? The goal is to make the picture so vivid you can feel it. 4. How Can You Fill The Gap? With past, present, and future documented it's time to complete the exercise. Your ideal job description should include: • The company culture where you do your best work • The size and stage of company that sets you up for success • The industry(ies) you're most interested in and excited about • The gap in skills, experiences, network, and teachers between your current and future self This ideal job description will guide the roles you consider. It is the grading rubric for any role you interview for. It is the answer to "what are you looking for" that will help people in your network help you find specific resources that are helpful. 90% of people looking for their next role don't do these exercises. That's why the average job search lasts 6 months. Do these four simple exercises and you'll be doing more than the vast majority of job seekers. Become a job hunter, not just a job seeker. ------ Enjoy this? ♻️ Repost it to your network and follow Kyle Thomas for more.

Hiring a career coach from HeadStart Careers was a game-changer for me. Varun Sharat and his team helped me craft a compelling story, update my resume, and convey my experiences in a way that resonated with employers. 💼 Even top performers like Stephen A. Cohen have career coaches to continually improve their skills. If you're looking to take your career to new heights, consider working with Varun Sharat at HeadStart Careers. 🚀

Attention all early stage and tiny teams. Today is the one-year anniversary of Nell, our first grad, joining our team and here are my lessons learnt along the way. First, back story. My first ever job was at Hotwire, where every year they took on 6 or 7 new grads. I was grad year-adjacent because I wasn't a PR, but an in-house marketer. But I saw the inner workings of and thought it was an incredible training ground. Ever since, I've really loved the culture of training people up. At Thriva, I got the first opportunity to put all that into practice as a manager with zero experience and a very patient first team (shouts to Aisling, Ria, Cesare, Joshua, Anoushka, and Mike). But it's one thing hiring junior team members when you've got the benefit of VC money, breathing room, and a much broader team for help. And another, as a bootstrapped agency where a single client churning can have a serious impact to cash flow and survival. Running a grad programme was a very deliberate choice but one that carried risks. A year in, it's been one of the best decisions I've made. Here's the takeaways: → Training a grad has taken approximately 6-8 hours of my time each week → The rate of learning is compounding. Her knowledge at the end of month 1 was 5x that of week 1, and month 6 was 5x that of month 1. That rate hasn't slowed down. → We don't have the interview process right yet. The areas where Nell excels aren't where I think either she or we thought she would during interview → It creates future hiring needs – I don't want someone on a huge upward trajectory to be doing entry-level stuff when they're exceeding it → It's made me understand Facebook Ads at least 20% better than I did a year ago In short, it takes a huge amount of time, and it's deeply challenging. But the payoff is brilliant. Have you been weighing up hiring a grad recently?

There loads of Opportunities

Happy 1st day of Summer everyone!!! Some people need a timeline to push them to success. Use today, the 1st day of Summer to make the changes that impact your life in a positive way. Lets get better together! #hiring

Employee: 'I'm leaving for another job, where I'll use my 3-month training period to find an even better one.' Me: silently questioning every decision that led to this moment Retention is a daily battle. Building a product? Easy. Building a great team that wants to stay, grow, and build something meaningful together. Reaallly tough !! But we move on.. #StartupLife #FounderChallenges

This week marks 8 years at Culture Amp. 𝐓𝐡𝐚𝐭 𝐦𝐞𝐚𝐧𝐬 𝐈’𝐯𝐞 𝐛𝐞𝐞𝐧 𝐚 𝐜𝐚𝐦𝐩𝐞𝐫 𝐟𝐨𝐫 𝐚 𝐪𝐮𝐚𝐫𝐭𝐞𝐫 𝐨𝐟 𝐦𝐲 𝐥𝐢𝐟𝐞 🤯 From startup to scaleup, I've witnessed 4️⃣ funding rounds, 3️⃣ acquisitions, and 2️⃣ layoffs, but Culture Amp has always been my 🥇. Instead of #jobhopping, I’ve carved out my path here. From joining as a fresh-faced I/O masters graduate in a tiny SF office with 15 employees, I’ve made 2 vertical jumps, 2 lateral moves, and embraced the biggest role change of all – becoming a mom. So why stick around? 🎨 𝐈𝐧𝐬𝐭𝐞𝐚𝐝 𝐨𝐟 𝐟𝐢𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐟𝐢𝐭; 𝐈 𝐜𝐫𝐞𝐚𝐭𝐞𝐝 𝐢𝐭. By staying in one place I’ve been able to use my career capital to create a new role for myself twice that simply wouldn’t exist in other organizations 🛠️ 𝐈'𝐦 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐧𝐞𝐭𝐰𝐨𝐫𝐤; 𝐈'𝐦 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐥𝐞𝐠𝐚𝐜𝐲. From increasing data literacy to shaping cutting-edge research, it's about nurturing long-term impact, watching seeds grow into trees 🌳 not just saplings that easily get trampled on. 𝐖𝐡𝐚𝐭'𝐬 𝐲𝐨𝐮𝐫 𝐭𝐚𝐤𝐞? 𝐃𝐨 𝐲𝐨𝐮 𝐬𝐞𝐞 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬 𝐢𝐧 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐩𝐮𝐭 𝐨𝐫 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐭𝐞𝐚𝐦 𝐣𝐨𝐛 𝐡𝐨𝐩𝐩𝐞𝐫?

6-months ago today I started at Talent Forge Australia, so why not reflect on my first few months. By far the most I've learnt in a 6-month period. I came into the role with a degree in business but realistically didn't have much of an idea of the intricacies and nuances of the business landscape Being completely honest I didn't expect the number of factors that go into every decision and call you make in sales From hammering myself into asking open-ended questions during calls to understanding different route to markets I've loved every moment of it Learning about different industries, market trends, or just having a chat with Rob from XYZ about how the WA market is exploding I'll chalk this up to mostly my team, who couldn't have done a better job in their support, throwing me into the deep end, encouraging mistakes, and providing daily feedback Do I still waffle too much? Yeh, that's still a work in progress 🤕 Here's to the next 6 🍻

The most underrated way to get promoted: Internal transfers. Most promotion advice I read focuses on getting promoted within your current team. That’s the most common path, but it’s not the only way. For example, some companies don’t allow you to have the same level as your manager, so sometimes you can’t get promoted until your manager gets promoted first. Of course, you can switch companies, but that can set you back in multiple ways: You lose your unvested equity, have to onboard from scratch, need to build a new network to get things done etc.. This is where internal transfers can be a great option. I’ve gotten multiple offers to join other teams in my past roles from Uber to Meta and Rippling, and roughly a third of them involved a promotion. And I’ve seen plenty of other people get promoted this way as well; sometimes directly as part of the move, sometimes right after. 𝗛𝗼𝘄 𝗱𝗼 𝘁𝗵𝗲𝘀𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗰𝗼𝗺𝗲 𝗮𝗯𝗼𝘂𝘁? It’s all about showing the value you can add so that people go “I’d like to have that on my team”. For example: • You make an impact on large cross-functional projects, ideally leading the work stream • You do “extracurricular” work beyond your job description; e.g. one job offer I got came from “volunteer” work I did for another team • You create strong written deliverables (stuff gets circulated more than you think) and use the opportunity to present in larger groups You can proactively ask to join another team, but it’s much less likely you’ll be granted a promotion if you’re pushing for it instead of the other team trying to convince you to join.