Dmytro Tymoshenko’s Post

Big news, friends - our first full-time hire is coming on board next week. Here's how we approached this unconventional hiring process: 1. Lightning fast - Pinged him in the morning, had dinner together the same day 2. Vision alignment - Prioritize someone who truly gets what we're trying to achieve 3. Culture first - Focus on cultural fit before diving into skills 4. Genuine connection - Our dinner talk? LinkedIn, creators, family, and cricket - not the role 5. Ego at the door - Approached the conversation with humility and openness 6. Authenticity wins - Being easily approachable and open to real discussions The result? We found someone who feels like they've been part of our journey all along. I can't wait to see what we'll achieve together. Keep an eye on this space – I'll be sharing more about our new team member and our exciting plans soon. P.S. What's your best tip for welcoming a new hire?

You can’t build a great company with people who don’t buy into the vision. I learned this the hard way. Early on, I hired people who looked like great candidates on paper but just saw their roles as 9-to-5. They didn’t connect with the company’s mission or understand what it took to work with international clients. Unsurprisingly, they didn’t last. Now, I focus on hiring people who see their work as a career, not just a paycheck. Those who are invested in the vision and want to grow with the company. Skills can be taught, but mindset and alignment with the mission can’t. If someone doesn’t buy into the bigger picture, they’re not the right fit—it’s that simple.

Hiring process is not only about hiring a person you work with, it’s about finding a person who make our company atmosphere happier. The person who make changes in every body thoughts. A kind, mindful, happy body, who helps everyone grow and achieve their dreams.

Hiring Challenge : Today's talent has grand ambitions. They are highly aware of business dynamics, rapidly changing markets, and the fast-evolving needs and wants of customers. They might seem overqualified and may challenge your confidence, but they may also support your learning and growth trajectory. In fact, they might be the best hiring decision you ever make.

Skills can be taught. Attitude? That’s harder to shape. So when I’m hiring, I’m not looking for the person with the perfect resume. I’m looking for the person who’s ready to join the journey. It’s simple:   1/ Engagement and Curiosity:
Are they asking the right questions, or just waiting for their turn to talk? Do they want to know about the role - and about the bigger picture? This isn’t about checking boxes - it’s about showing interest in more than just what's in front of them.  2/ A Mindset for Growth:
Can they adapt and evolve? Are they open to new challenges, and do they have a history of pushing themselves outside their comfort zone? If they’re not about growth, they’re not about anything.  3/ Empathy and Collaboration:
How do they speak about their past teams? Do they get it, or are they just a solo act? A great team member understands that the whole is always greater than the sum of its parts.   Hiring for attitude isn’t about disregarding talent - it’s about finding people who will thrive in an environment built on collaboration, creativity, and a constant willingness to level up. Skills? Sure, you can teach those. The right mindset? That’s something you either have or you don’t. In the end, the best teams are built on culture, energy, and that drive to make things happen. 

Teams and C levels inside the best companies in the world, are currently looking, scouring for the best talent in the world, furiously. We have our pulse on the beating heart of this global market. “Christie, no one is hiring, everyone I know is looking”. This is not actually what’s going on. What’s happening: those very hiring teams are walking around upset and completely underwhelmed by the applicants. They’re hiring but they are looking past, the applicants who are saying “no one is hiring”. If you’re not getting calls back and your seeking to land on an incredible global team — Consiglieré will work with you and change your life. I have one spot open, for June/July. We advise and teach C suite teams on the Art of attracting the global talent they are seeking. We are and always have been a Retained Firm. We don’t work for free. Our expertise is ahead of our global creative industry, not behind.

It’s easy to hire for skills. It’s done everyday but is definitely not a guaranteed make up for success. But hiring the right person with the right fit is hiring for long term success. Don’t overlook a candidate because they may not have a degree. Hire them because they fit your culture, needed skills and perhaps with proper encouragement through continuing education, learning, and development, you will grow and develop a leader. That is part of succession planning.

We were afraid to hire a newbie. What if they mess up? I'm glad we did. They were fearless enough to say, "I don't know." - They asked questions - They challenged convention - They thought outside the box Do you know what top-performing companies look for in their first hire? They look for someone with two things: 1) Humility: the willingness to learn and admit what they don't know. 2) Hunger: the drive and motivation to figure it out and succeed. Skills can be learned, but these two traits are inherent. So, next time you're hiring, don't be afraid to hire a newbie. Look for someone with humility and hunger, and watch them transform into a top performer.

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.