Thorsten Wetzling’s Post

At A&B compassion isn't just a virtue; it's the cornerstone of our culture. We prioritize empathy and understanding, recognizing that every individual brings a unique perspective and set of experiences to the table. Loyalty isn't simply a commitment to the company; it's a commitment to each other. We foster an environment where trust is earned and reciprocated, where colleagues become confidants and collaborators become companions on the journey toward shared success. In our quest for growth, we believe that personal development is as vital as professional advancement. It's a daily pursuit fueled by curiosity and a genuine desire to evolve, both individually and collectively. Ownership isn't just a buzzword; it's a way of life. We empower every member of our team to take ownership of their roles, to embrace challenges as opportunities, and to seize moments of impact with confidence and conviction. And when it comes to leadership, we're not content to simply lead from the sidelines. Our leaders are hands-on, sleeves-rolled-up visionaries who lead by example, who mentor with compassion, and who understand that the best way to inspire greatness is to embody it themselves. In every interaction, in every decision, and in every endeavor, our culture shines through. This is the essence of who we are. This is A&B. COME WORK FOR THE BEST! 💖

Opportunity

COAX is committed to hiring only the best engineers. We raised the bar with the System Design Interview for senior and middle developers, where we simulate real-world scenarios and client challenges. Not every candidate would appreciate it – 80% of those who passed the technical interview didn't make it through. But you know who does? Our clients. They're getting engineers who can solve complex problems from day one. Read more in our article at DOU (link in the comments) and follow Ivan Verkalets for more insight.

Here’s a way to save time and money: build out your Cost Segregation services without hiring a team of engineers.

We are engineers, which means we have the competence (or, we should have the competence) to automate our own workflow in the most optimal fashion. We are not slaves to some rigid, pre-baked tools. Or, we should not be slaves to those tools (if indeed we're engineers).

Captions CEO Gaurav Misra discusses the competitive hiring market for AI talent, their hiring in NY and the global expansion on the video creation and editing solution. #AI #media #video #careers

We are hiring. Miguel Gil says it all in the video. If you're interested in working for TIME's #1 ranked most sustainable company and making impact, please come and talk to us. Many advisors can talk about launching RFPs and creating strategy - here at Schneider Electric Sustainability Business we can demonstrate real results (and keep out for some more exciting announcements soon!) - just take a look at the comments on Miguel's post for some examples. We would love to meet you and explain more about what we do and how we can help you make impact in your career.

Were hiring, check out the link below

What is better: a) Hiring more people to handle more clients OR b) Removing bottlenecks to handle more clients with the same team Comment down below 👇 with a) or b)

Hiring another engineer?  You're betting on a faster product launch or an increase in your ACV . Hiring your first Account Executive?  You're betting that your processes and product are solid enough for someone else to take over . Whatever the investment, define the bet and measure the results