Madeline Hung的动态

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We are currently hiring for our 4th Full-Time Employee. Its all happened so fast, and it makes me realise that we could've done it much sooner with some help. Here are a few things I would tell myself to speed things up: 1. Niche down > We were selling everything > We painted houses > We Sold shoes > We Sold cars We would've saved so much time and money if we picked one specific service for one specific industry. This leads me onto the next point 2. Find something scalable > You create a repeatable process. > Use the power of the internet for scalability. > You provide a specific result for a specific audience. > Your life becomes much easier once you scale operations. 3. You don't make money you take money > The only way you scale is by closing more deals. > Service businesses require you to take money from other people. > So find more people who you can add value to in exchange for money. To scale you need to increase volume, its that simple. Thoughts?

Director of growth is one of the hardest hires for a founder to make. At one company, Director of Growth means that you're leading a cross-functional team with ownership over the entire growth model and accountable for revenue. At another company, it means that you're an individual contributor focused on acquisition. But the average founder (who doesn't have a growth background) has a really hard time understanding the differences between those on a resume. One way you can help them: put a bullet point on your resume explaining what your job was BEFORE listing your accomplishments. For example, instead of: - Accomplishment 1: increased conversion from X% -> Y% - Accomplishment 2: grew customers from 1 -> 2 - Accomplishment 3: product engagement went from 0 -> hero Start with: - Led a cross-functional growth team of 7 people that had ownership over the entire PLG funnel and accountability for driving self-service revenue. Then list your accomplishments. Hiring managers are flooded with applications right now. This will help yours stand out.

We are building something truly incredible here at Intenseye! ?? Take a look at our open positions via the link in comments and feel free to comment if you have more questions, or if you just want to chat!! ?? #hiring #gtm #SDR #AE #Marketing #DemandGen #FieldMarketing #Integrations #accountbasedsales #accountbasedmarketing

We grew our team to 28 people last year. The whole time, I was focused on maintaining our culture. Here's how we did it. (Especially because we're planning to continue that growth!) Our culture at Pump is directly responsible for our growth, so it was important to me that we maintained it as we scaled. A few things that helped: 1 - Working in-office - I will never bash remote work. But for us, as a small team, it's been completely transformational to work together, in-person. Plus, so many of our team members hang out outside of work. Movies, hikes, whatever. It really strengthens the bond. 2 - Hiring new grads - I keep seeing talk about the entry level being destroyed by AI, but I am all-in on hiring incredible team members out of college. They're driven, high-agency, and are ready to fit into our culture. 3 - Seeking out past founders - Past founders get this more than anyone, so they're laser-focused on keeping our culture cohesive. That's exactly why we look for them when hiring! As we grow in 2025, I'm doubling down on all of this. And if this resonates with you, we're hiring!

Ready to level up your career? We’re hiring across multiple roles in the creative and marketing fields! If you’re passionate about innovation, strategy, and learning from industry experts, we have opportunities that you won’t want to miss. Now’s the time to make your move! ?? And did I mention that all of these roles are REMOTE?! Check out all of our roles in the comments section below!?

As a hiring manager, you might be tempted to push hiring decisions to the new year, but here's why end-of-year hiring can be a game-changer for you ?????? your team.

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)

As a hiring manager, you might be tempted to push hiring decisions to the new year, but here's why end-of-year hiring can be a game-changer for you ?????? your team.

What’s keeping you from hiring a virtual property manager for your team? It's time to start considering why a remote property manager is a good investment for your team’s future. With the flexibility of a remote property manager, your team can benefit from their expertise while avoiding the expenses of an in-house manager. Not to mention, virtual property managers can help you streamline your operations and improve communication with tenants. So why wait? Take the first step towards a more efficient property management team and explore the benefits of hiring a virtual property manager today.