MODERN ADVENTURE的动态

Post-game coverage of the recruiting desk here at OBE earlier this week. Me- Working. Businessing. Hiring Manager 1- "I know of an internal candidate that is awesome. I'd like to promote her into a job that doesn't exist today". Me- Well that's awesome :) Hiring Manager 2, like 30 minutes later- "I know of 4 internal candidates that are awesome. I'd like to promote them into jobs that don't exist today". Me- Hang on. Did you say 4?! This "promoting-you-into-a-job-that-doesn't-exist-today" seriously happened to 5 employees in like 30 minutes?! So, so, so very awesome. I guess I'm saying happy Friday and OBE is awesome. The end :) #nowhiring #OBE #recruiting #recruitinglife #companyculture #recruitingdifferently #internalmobility #promotions

Today marks my third day at Kustomer. As you might expect from a company that builds customer experience software, everyone I've met so far has been incredibly warm and welcoming. Here's why I joined: - They valued my time. Everyone showed up promptly to my interviews, left plenty of room for me to ask questions, and even offered overflow time. And yes - that includes the hiring manager/VP/C-level interviewers I met with. - They were communicative. I never waited more than a few days to learn more about next steps, and I am confident that if there were any sort of delay happening internally, they would have kept me informed. - The culture. Both peers and leaders that I spoke with consistently gave strong indicators of being kind, collaborative and down to earth. The primarily flat org structure they have also bolstered the "low ego" impression I got. - The product. I had actually used the product for a couple of days back in 2021 in an "all hands on deck" moment when Daily Harvest was experiencing higher than ever sales and thus customer inquiries. Even then, it was a lifesaver, and Kustomer has only gotten more advanced in the years since. (And I've since learned that there are still a lot of exciting updates on the roadmap!) - The leadership. The leadership has experience successfully scaling and exiting several startups. They have worked across companies both large and small, and thus have wide perspectives. Most of these are simple actions and behaviors that make a world of difference in attracting talented folks into your organization. Building the best team starts on the inside - not with recruiting. You won't be able to attract or retain incredible talent if you don't build a positive, low-ego and rewarding culture, as well as treat people with respect before and after joining. And after officially starting this week and meeting more people, I'm grateful to confirm that my interviewers were not pretending. This is an intelligent, highly collaborative bunch of people, working on a product that will continue to create seamless experiences for both customers and businesses. We'll be growing quite a bit this year, so keep an eye on our openings: https://lnkd.in/euk-uckN

Why do I absolutely ?? product hiring? There are 4 reasons: 1. The sheer amount of passion with which product managers talk about their products, what they've built and scaled, how they've built and scaled, and the impact/outcomes they've seen. ?? 2. The product manager's ability to simplify and explain their product to a layman (like me in this case ?? ) 3. The questions they ask, it's almost as if I am being interviewed. But this is the BEST PART! Because with each question that I answer, I know I learn something entirely new about the tons of software products that exist right now! 4. And how frequently do they use the word "essentially" while speaking!? (simply my observation ?? ) If you've come this far, I am sure you know what I am trying to say here! ?? I am hiring for a Senior Product Manager with 6+ years of overall experience and 3 years of experience driving/leading the PLG (product-led growth) motion for a B2B SaaS organization. If you think you ? all 3 boxes and agree with me on the 4th, hit the apply button - https://lnkd.in/dQ2WUEtq right now and trust us to get back via email! And, let me know what y'all think of the 4th one in the comments below! ?? #hiring #productmanagers #Growthproductmanagers #productledgrowth #B2BSaaS Devarsh Desai Anjali Tiwari Shalini C. Syed Nazeerulla Sowmya Halapeti Meena Kumari R Susmitha Murthy (She/Her) Manvi Gangwani Tejaswini R

This is the Attitude We Seek in Our ‘FIVERs': When handed a Task You're Unsure about, you have Two Options — 1. Admit Defeat and Move on with an 'I don't know how to do it' Attitude. 2. Confront the Challenge with an 'I don't know about it, but I'll figure it out' Mindset. At FIVE, We Thrive on that 'Can-Do' Spirit — Pushing Boundaries isn't just what we do; it's Who We Are! And we're not after Know-It-Alls, but the Problem-Solvers with a Positive 'Can-Do' Mindset. ?? Because why Stress when You can Roll Up Your Sleeves and Tackle the Challenge head-on? If you’ve got: The Willingness to Learn, The Drive to Grow within the Role, and The Ability to Adapt to FIVE’s Dynamic Environment - Then, you've got the Winning Attitude we're after. ?? So, Are You Ready to Drop the 'Know-It-All' Mindset and Embrace the 'Can-Do’ Spirit? If Yes, FIVE Hotels and Resorts is the Place for You! ? Tap the Link Below in the comments and Dive into Exciting Opportunities at FIVE. Hit Apply Now! #Team #FIVETribe #DiscoverFIVE #Hiring

Buying a luxurious car is easy, hiring a chief executive is complex. #artofbusinesstransformation

So proud of my sister-in-law, Nicole Soares for making a decision about working and motherhood that feels right for her. I'm also sad that it takes this level of courage to share that message with a professional world that enjoys the optics of honoring women and motherhood when it's convenient (see: International Women's Day! Mother's Day! Every marketing campaign for a product geared towards Moms!) but falls short of implementing programs, policies and common sense flexibility that would go much further in actually supporting them and championing their rights. The change that could be brought about if we started honoring the duality of the burden AND privilege that is Motherhood and worked to make it possible for women to choose both in a way that didn't break them, would be the ultimate equity move. The answer is NOT better/more childcare, which only separates mothers and children more efficiently across more hours, leaving our mothers burnt out and our children disconnected. Rather, we should be rethinking what we prioritize as a society and taking a fresh approach to what work looks like and how we can provide a bridge to these women during what is essentially, a season (and perhaps the most impactful one, at that). We have a collective responsibility as a society to ensure a healthy, nurturing and connected upbringing for all children in which Mothers are as present as they'd like to be. I am in awe of all the Moms who have chosen this path while trying to keep themselves involved in the professional work that has also been an important part of their lives. *If you know of any professional/working Mothers in this situation who need guidance or support in thinking about how to navigate this tricky time, I offer informal and free of charge support/coaching on this topic/for women. Please feel free to share my information with them.*

Opportunity for Chief CMO

Saw this posted by a fellow EA and thought it's worth a share: "Being an executive assistant isn’t as simple as it might seem. It’s not just about putting someone in the role and expecting them to figure it out. Sure, with plenty of training and time, some might manage, but not everyone has the right skill set or personality for it. The role demands handling constant interruptions, determining what truly matters when everything feels urgent, and diving into tasks you've never done before just because they need to be completed. An EA needs to know a bit of everything since they’re often the go-to person for answers. Hiring an executive assistant might not seem as exciting as bringing on a marketing or sales professional, but EAs are the ones who fill the gaps. They’re force multipliers, and those with experience can start making an impact within days or weeks, rather than months."

The year’s ending, but your next opportunity might be just beginning! ?? Don’t let these roles pass you by???? ???????????????????? ?????????????????? Experience: 0-2 years ????????????, ???? ?????????? (????????????????????) Engage with leads, recommend accommodations, and guide students through bookings. Collaborate with teams to ensure smooth processes and meet sales targets. ?????????????????? ?????????????????? (???????????????????? ??????????????) Experience:1 year Lead ambassador engagement initiatives, coordinate cross-functional efforts, manage commission processing, and drive impactful campaigns while ensuring smooth onboarding and data management. ?????? ?????????????? ???????????? Experience: 1+ year Research, write, and optimise SEO-friendly content across blogs, web pages, and product descriptions. Conduct keyword research, perform competitor analysis, and collaborate with the SEO team to develop effective content strategies. ???????????????????? ?????????????????? Experience: 0-2 years (????????????, ???? ??????????: 7 ???? - 4 ????) Handle lead conversion, assist students in finding suitable accommodation, and collaborate with teams to streamline the booking process. Ready to grow with us? Apply now ???? https://lnkd.in/gkr-aDns #amber #Hiring #Jobs #Opportunities #SEO #Marketing #Operations

We've all had to write job descriptions using fancy titles. But did you know that in 2012, the former CEO of Volvo, Hakan Samuelsson, didn't want job titles? ?? He wanted to replace them with what each executive believed was their "main contribution" to the company. ? Hakan wanted his title to be "clarity of thought" because that's what he promoted at Volvo. ? What clever job title would you use to describe yourself? ? What clever job title would you like to hire at your organization? ? Examples of creative job titles: ?? Director of First Impressions (Receptions, Front Desk Staff) ?? Potion Master (Pharmacist) ?? Digital Overlord (Website Developer) ?? Ambassador of Buzz (Communications Director) ? My desired title would be: "Chief Root Cause Officer" - I prioritize and prevent problems so they go away for good. Problems are just stubborn Incidents that never go away. ?? ? ? How do you see your Title? What words really describe you? ?? #CreativeJobs #MakeWorkFun