#Smartlook (DEM) digital experience management tool started in 2016, is now acquired by #CISCO! What a great win. 🏆

When your entire team works in a different timezone (eggg-jack-lee) opposite to yours

Of all the books that I've read in recent times, this one is keeping me engaged with no distractions at all. Love how Andrew Chen has explained everything so well and as a Product + Techie, I'm able to connect everything! A MUST-read book if you love Software and Growth.

#hiringremote

Um, Partially agree. But there are true gems out there who are not on SM and are building systems and applications at scale.

#TeamOrgMeme Do you know there are different types of personalities and team types? If your org or team is not having a mix of these profiles, it leads to issues with: - deliverables - timelines - high key-man risks - continuity and resilience - customer satisfaction

So how do you handle this? - Graceful engineering - Slow is good in the early stage (unless you break even) - Put heavy operations and processes in the back-end v/s executing it in real-time (for eg; heavy File-upload, heavy Db fetch, etc). - Revaluate your code, programming

Uber API takes 200ms as a response and a maximum of 500ms during peak hours. But Uber also spends a massive $1.2 billion (fig from 2018) on Infra, DevOPs & Computational Services every year. SaaS executives want their apps to be snappy but often don't have budgets to support

Ok - that's not just the all but to make the LoI look real and genuine, you gotta show you have funds available with you

Taking Public Company Private #acquisition : - 35% premium base on 30d market cap - Directors are legally bound to reply to your LoI if that's genuine & sincere (no ghosting!) - Pub. co. runs quarterly = a lot of bureaucratic processes, lacks long-term vision, agility

Finally, If you are a startup or SMB looking to build your team, I will be happy to help share my learnings, tools, and tactics. DM me! 📩

If you don't have a full-time HR, Build 💪 network of HRBP - Human Resources Business Partners aka, IT Staffing or Agencies. These firms charge anywhere from 25-40%. You can also opt-in for Fractional CHRO services. It helps if you aren't frequently hiring.

Not saying that you can 100% avoid bad-hires. Just like technical debt, process debt, financial debt, you have to survive sometimes with bad-hires call it as people-debt. You cannot clear that debt but have measures and start building backups.

Have a 30-60-90d realistic plan. That way the new hires know what is expected and what they are working on.

Add a very clear break-up clause. If it's a hire that is coming at 10+Yrs of experience, and if they don't add value in first 4w, that's a red 🚩 I suggest having documented weekly review.

Ask for referrals and do your due diligence. Just like your financial due diligence, you should run checks on your new hire. Ensure you speak to their ex-employers, & managers check for their background. Tools: Checkr, GoodHire, HireRight, Pre-Employ etc.

Another example is, if a person is really into Sales, is documentation a mandatory skill set? Not mandatory for sure. The person is hired for a Sales role. Talking to people, engaging w/ them, & pitching. Documentation skill is NOT a non-nego but GOOD to have for this role.

Focus on what your negotiables and non-negotiables are. If you are hiring for a Back-End developer in an individual contributor role, is speaking Fluent English a non-negotiable? Probably not, even if it's a global team. Add that to ur JD. It helps set expectations frm Day1

Include Mutual Assessment (MA) See if the potential candidate is willing to participate in MA for 2w. They get paid (for the time they invest). It will help both parties understand working style, work culture, ethos & expectations. Note: only a few will be up for it tho

We use Culture Index. And there are other tools, such as Myers-Briggs Type Indicator (MBTI), Hogan Personality Inventory (HPI) , Caliper Profile, StrengthsFinder, and TalentSorter.