Aman Rai的动态

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!

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)

Post-launch Consumer Goods founders should only be hiring 2 types of people: 1) People selling product 2) People that refill the hopper with more product to sell All KPI's should ladder up into either "Demand" (sales) or "Ops" (OTIF, unit economics, inventory planning efficiency, etc). There isn't time to hire ppl that just push papers around.

Hiring someone who’s done their homework on your company and industry, and isn’t afraid to give honest feedback, is a game-changer. These candidates are genuinely interested and committed, meaning they’ll hit the ground running and make a real impact. Their deep dive into your business shows they’re proactive and ready to tackle challenges head-on. Plus, their honest feedback means they care enough to want the best for your company.

I look for 3 things in hiring new Team members: 1.) Character 2.) Attitude 3.) Reliability Anything else can be taught. Start with those 3 qualities, and all the lessons on the chalkboard fall into place naturally.

?? #hiringalert for my friend's fast-growing company MAVPAK, INC. ?? ??? #LaborDay weekend is a time to relax, reflect and for a special #office manager, look for a new #job. Asking a quick favor for my #linkedin network: do you know a dynamic #office #manager that wants to work for a high #growth company with a servant #leadership approach? ?? ???Thanks in advance to my professional #network for liking and/or sharing this link to spread the word. ??Added bonus is from a #candidate experience the candidates can use Cnect to apply in 30 seconds and share their authentic selves with a #digital first impression video AND get real-time notification via their mobile : https://lnkd.in/ghGTFVub ???PS. If you're a connection of mine and apply, please let me know and I'll and put in a good word with the #hiring team. #hiring #hiringnow #packaging #warehouse #warehousejobs #amazon #servantleadership #growth #leadership #humanresources #recruiting #professionaldevelopment

[HIRING ALERT] If you're interested in working with us on all things operational, check this out. One Day Entertainment has been our operational and business development partner for over 6 years and they're hiring someone who will get a lot of exposure to the behind-the-scenes of how our channel and Seek Discomfort operate! Job Link is in the comments!

To hire A-players, an organization must also be an A-company to provide an environment where A-level talent can thrive. It is more than about finding the right people; it is about creating the right ecosystem for them to flourish. This begins with cultivating a company culture that embodies the very qualities it seeks in the team. Only then can an organization become a magnet for A-players seeking an environment where they can excel. Building an A-company is an ongoing journey that requires dedication and a commitment to continuous improvement. When an organization invests in its culture and values, a thriving ecosystem is created that attracts top talent and supports the continued success of the business. It starts with an A-company first. Then the A-players will follow. #BuildToAttract #LeadByExample #ValuesDriven #CompanyCulture #BusinessGrowth #APlayers

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