Hoplite Logistics的动态

Transcript

When we scale, we always say we we don't want to lose the culture. It's a challenge everyone faces when they get to a certain level, getting the buy in from from mass and when the masses get larger, it's tough. How did you guys kind of keep the culture as you guys grew so fast? I think one of the. Important parts early on is deliberate hiring, so multiple interviews. Nothing too crazy but. A screening. And in office, you're probably going to talk to one person for the screening thumbs U. We think this person could be a fit. Let's bring him in the office. You'll talk to two people at least shadow with somebody. That person is also interviewing you. I think sometimes we forget that they have choices. Organizations like I'm interviewing, you're like, actually, if you're getting the best talent, they're interviewing you. And you need to make sure that your place is a place for them because they got a lot of options. And that's the type of people they are trying to attract the best of the best of like, let's not act like this. The only place they got. Opportunity at right, so they need to see what they're going to be doing and hear it from other people that aren't just us. So go sit with the carrier route set with the customer Rep. Do both of those things. Ask questions like I don't want to be there. I want you to ask them things that you wouldn't ask me because I'm going to get the real and you can make a decision to like this is the place to be. Ramp up, ramp up.