Castelion的动态

Sharing to my network. Want to work in a business that’s about as far from corporate as it gets? Be part of a small decision making team? Got a “commercial nose” and know-how to navigate the renewables sector successfully? I want to hear from you but don’t apply if you like playing hide and seek. We have a fabulous opportunity to shape the future commercial direction of one of the digital green tech sectors’ most interesting rising stars. We hate red tape, we’re disruptive and we want to make renewables easier to do for both the homeowner and the installer - and we’ve loads to do so we need someone who’s got oodles of drive, determination and who can get stuff done! We’re a niche advisory business in the retrofit renewables space. From the ground up, we have developed a platform which in 45 seconds can give you the most detailed, granular level “digital twin” data of your home for a huge range of retrofit measures not simply ASHPs and Solar. We’ve also built a network of some of the industry’s most talented and technically gifted installers to then help homeowners get installations done. We’ve a stack of innovative tools working now and in development. Here’s an example of what our customers say about us (I did this review yesterday in actual fact), “I got tired of meeting and dealing with the usual bunch of door-to-door salesman types for my solar and heat pump. Genous gave me free initial advice, then surveyed my home at very little cost, then took me through the most detailed report on my home and the art of the possible. It became immediately evident that their experts had a wealth of experience in doing what I wanted and hoped to do. Finally a company that talks my language. The installer came and even he talked about so many different things that neither I or my builder had considered. I had researched the company beforehand and that gave me comfort and so going through the Genous process and meeting their installation partners meant I trusted this company from that point forwards”. We work on some of the most fabulous properties from regular and non-standard domestic to country estates - no day is the same and our culture is fast-paced and progressive but no one gets left behind - that describes our culture. You’d be working in an environment where decisions are made in the morning and implemented in the afternoon. Days here are lively, sometimes challenging but fun and never boring. Is this what you need? Get in touch with me at Genous, DM me or send your CV to [email protected]. Oh and if you’re good enough, we’ll know - so we won’t need to interview you five times over three months or need you to enter a dark room, stand on your head whilst reading Shakespeare upside down at the same time as calculating the square root of the GDP growth of Eritrea based on the last five years’ numbers in forty five seconds to see if you bend under pressure and then “Ghost” you! Thanks for your interest. Write in! Now!

Check out our October Newsletter!

Leveraging AI and data to optimize fleet operations

This is a great talk by Eric Glyman at Ramp on hiring:?https://lnkd.in/garbkJm2 He briefly mentions writing 'unreasonably short job descriptions?and to know exactly what you're looking for' and 'narrowing down to one thing.' I couldn't agree more. Job descriptions can very quickly become an amalgamation of multiple people's interests. Radically simplifying is not only a great way to reconcile internal priorities, but also (counterintuitively) give candidates a ton of clarity.?

I love interviewing candidates. I'm big on "we're interviewing you, but you're also interviewing us." So, I always let the candidate ask their questions first. Usually the questions are something like: - What's kept you at Movable Ink for 10+ years? - Tell me about the plan for continued sustained growth going forward? ================== But the heart of these questions is something deeply personal. What they're really asking me is: "Why do you commit yourself 100% to the mission of Movable Ink every day?" ================== And in answering their questions, I get fired up and remind myself of why this is my mission. And then they get fired up about what a special place this is. And just when we've clearly established that they want to be a part of this Movable Ink experience, it's time for me to start asking the questions. =================== We're hiring at all levels, in all departments, and in all markets. Check our careers page.

Are you tired of sifting through endless resumes, searching for the perfect candidate? Look no further! At Character First Hiring, we prioritize integrity, reliability, and a strong work ethic above all else. We believe that technical skills can be taught, but character is intrinsic. That's why we focus on finding individuals who embody honesty, resilience, and accountability. When you hire based on character, you're not just building a team – you're cultivating a culture of trust and collaboration. Join us in revolutionizing the hiring process. Choose Character First Hiring and discover the transformative impact of prioritizing character in your organization.

Employers, think about giving your hiring managers, sales directors, and team leads the insights to see beyond resumes and really get to know their candidates. From my own experience in sales, it's a game-changer when your leaders can deeply assess who they're bringing on board. That's what Kerplunk is all about.

I saw a post today suggesting that identifying your preferred pronoun was justification for not hiring you. As a hiring manager (45+ years of professional engineering experience, much it in management, half as VP of Engineering) I am simply appalled. I have always attempted to hire based on what contribution an employee or contractor could make to the team and company not what their preferred pronoun was. I was not always perfect but I have never felt that the wrong choice was to not respect everyone's humanity in hiring, management, and if need be termination. I hope there are other similar engineering managers out there. I say identify your pronoun or not. The only difference to me is if get the one I pick or the one you prefer. No difference to me. Hopefully for you too.

Experience isn’t everything—just ask Mike Tyson. Think you're hiring the Iron Mike of engineering? Relying on experience alone could leave you down for the count. ?? Experience is valuable, but it’s not everything. A strong track record doesn’t guarantee adaptability or the ability to meet future challenges. Without a growth mindset and willingness to learn, even the most experienced hire can fall short. ? When hiring, it’s important to balance experience with qualities like adaptability, passion, and potential for growth. Look for someone who can take what they’ve learned and apply it to the future, not just the past. ?? A great hire isn’t just someone who’s done it before; it’s someone who’s ready to do it better. ?? #HiringTips #Engineering #GrowthMindset?

It takes a lot of time, effort, and energy to create a great culture, but it’s a misnomer that if you build an amazing culture and promote it, you’ll not only attract people with the talent and skills that best fit the role, you’ll also attract people that are aligned with your culture. It takes a bit more than that, so we sat down with Erick Iverson, Vice President of Solutions Development at TIAG, to talk about the importance of culture-driven recruiting and hiring. #techconnect #talksthattransform https://lnkd.in/gQaj_iUA