VentureFizz’s Post

Transcript

My name is Michaela Olson and I am the Director of Global Recruiting and Talent Brand at Technometrics. Take a metrics as an AI powered marketplace optimization platform, our goal in we are really geared towards helping sellers in brand owners just maximize their potential on different ecommerce marketplaces. We were founded in 2015 and we use proprietary AI technology to help brand sellers like you know Solo Stove, Nutribullet, etcetera to unlock their full potential as they're selling in advertising on different ecommerce marketplaces like Amazon, Walmart and TikTok. You know, take a metrics as a startup, which means we're nimble and priorities can change at a moments notice. So it's imperative for employees to be comfortable with ambiguity. You know, for the right candidate, ambiguity can be a source of creativity and innovation as well as resilience. Innovate, move quickly and simplify is one of our core values and it's really part of the DNA of take a metric. So it all comes back to being comfortable with that ambiguity, which is what we look for in ideal and target candidates. You know, as a talent leader, respecting others, time is really at the forefront of my mind. Interviewing is super time consuming and it really is an honor for candidates to invest their time getting to know more about technometrics. Of course there are exceptions, but generally candidates can expect a three-step process which includes a recruiter phone screen, a virtual interview with the roles hiring manager in a final interview loop with three to four interviewers, and then we'll make a decision. My goal is to have every candidate walk away from a take of metrics. Interview Feeling engaged and excited about the opportunity, never drained. One of the best ways to stand out in an interview, I'd take a metrics is to come to the interview prepared to talk about your prior experience and the impact you made in that role. Was there a certain project that resulted in an increase in team efficiency? You know, if so, tell us. As you go through your day-to-day activities, I would recommend to everyone to keep a running list of work achievements and results. Then when it comes time to interview, you can go back read through those notes and achievements. And they're really in front of the front of your mind during the interview process, which can make it really easy to communicate your level of responsibility impact in those outcomes. We are fortunate enough to enjoy the excitement and energy of a start up. With the growth potential of a mature organization, employees will have the opportunity to see the impact they make in their work. They'll be able to work cross functionally across international teams and they have a voice in developing our culture. Also, as a remote first organization, employees are able to work when they're most productive with a flexible work schedule. Employees at Take a metrics are our most valuable asset and when we set them up. For success, we are successful as a business, so we have a number of programs that invest in our employees and this includes everything from an annual training and education allowance, a work from home stipend, employee assistance program, and unlimited time off policy. You can absolutely check out our career page For more information on what that looks like to be part of the team at Technometrics.