Better Collective’s Post

“COO’s are making a comeback.. and the role itself is bigger, bolder and more #transformative than ever!” - according to McKinsey & Company. We couldn’t agree more! Our very own COO Benjamin Walker is a catalyst for #techinnovation, strategic #expansion and #employee empowerment!! 🙌🙌 He helps us all strive for operational excellence, whilst reminding us to be kind to ourselves and each other, as we grow. This week our “day in the life” spotlight feature is all about Ben, what a typical day looks like and what excites him most about the future.. take a look 👀 below. What new skills have you learnt in your role? https://lnkd.in/eRdV8NX8

🎉 Put Pinion on your radar! 🎉 Pinion has made the Glassdoor Top 50 list of small and medium-sized businesses in the United States for being one of the "Best Places to Work" in 2024. Yes, I did say the United States! While I will always brag about the flexibility and those awesome 1/2 day Fridays in the summer, what makes Pinion a great place for me to work is the: ➡ 'Success-friendly' approach that allows me to prioritize both work and personal matters, as needed. ➡ Talent advisor that works with me to accomplish my career goals not just as an employee, but as an individual. ➡ People, and the fact that I am never alone... I collaborate with a great group of team members that are knowledgeable and supportive in every way - even during tough life situations. Now, I am not one to gatekeep the cool spots to be. So, if you want to experience a best place to work, let's chat!🚀 #BestPlacesToWork #EmployeeEngagement #WorkplaceCulture #Pinion

Back in the spring, we faced a significant scale-up challenge post-Corona: We needed to hire 20 new people within a few months, nearly doubling our business in terms of personnel 👥 At that time, we had just completed an employee survey where 100% of respondents (25 people) recommended Flyhjælp as a workplace to friends and family. It was crucial to maintain this great culture, even though we were about to double our workforce ❗ So, we introspected, asking ourselves: Who are we, and what do we aspire to be? Defining our identity helped us attract the right people more efficiently. We developed The Flyhjælp Identity, centred around four key values we ideally expect in all new hires 💡 Smart - We look beyond academic qualifications. We seek individuals who make intelligent decisions benefiting the company. During interviews, we prefer asking, “How have you optimized or improved things in your past jobs?” Ambitious - We are inspired by those who set high standards to deliver the best service to our customers. Our goal is to be the biggest and best air passenger right company in the Nordics. Employees should align their targets with this mission. Social Relations - We are more than just a workplace; we aim to be a hub of social activity where memories of Flyhjælp are cherished. High employee satisfaction boosts productivity and creativity. We value those skilled in forging strong interpersonal connections. Youthful Mindset - Age is secondary. At Flyhjælp, we entrust significant responsibilities to all employees who demonstrate competence, regardless of age. "If you are good enough, you are also old enough." A fit for our culture means being adept at working with people of all ages, including the young. I am not saying that we did perfect, and what is perfect? But, understanding who we are and what we seek has significantly streamlined our hiring process. Inappropriate hires can be incredibly costly. Investing time in profound reflection can save a lot of time and money in the long run. The Flyhjælp Identity was formulated in collaboration with Cecilie Skandrup, who successfully recruited people who integrate into our culture. Photo captured just before our extensive hiring phase.

Last night's DisruptHR NYC NYC event was absolutely incredible! It was a perfect opportunity to reconnect with old friends and meet new HR innovators. The ideas shared ran the gamut from funny - to insightful - to deeply personal and tough. I can't wait to share more insights throughout the week. One of the highlights of the night was when the amazing MC, Ann Marie Morris, asked the question: "What's the best advice you've ever received?" I made sure to jot down some of my personal favorites, and here are the top 10 (plus a bonus one from my mom)! 1️⃣ Your net worth is your network 2️⃣ If you pay peanuts, expect to get monkeys 3️⃣ Take care of the money stuff first 4️⃣ There is a lot of beauty in knowing your own ignorance  5️⃣ Take a job that terrifies you 6️⃣ Don’t give unsolicited advice 7️⃣ Know how you operate 8️⃣ You can be what you don’t see 9️⃣ Nobody knows what they are doing... everyone is winging it 🔟 Closed mouths don’t get fed 📣 📣 Make your job what you want it to be 📣 📣 My mom, Kathy Enk, shared this bit of wisdom back in 1998 - and I've approached every role I've had with this in mind. Let's keep the idea sharing going... what pearls of advice have had the most impact on your professional career?

🎉 A lot of companies are sharing their 2024 team offsites to kick off the year with renewed energy and connections and I love it. Whether you're remote or in-person, having dedicated team time to connect and focus is so important to impact your team's output. Carving out time for teams to connect without needing something from each other (I like to call it "human time") builds empathy and psychological safety. We also have more distractions than ever with all of our digital connections so structured uninterrupted time to brainstorm and tackle big problems together unlocks bigger roadmap opportunities. Shoutout to David Fano for sharing Teal's approach to this so transparently. Great example of human time and purposeful team/strategy time to lead company growth.

After their beta product reached 30,000 workers in New York City, founders Timothy Makalinao, Caleb Lee, and Larry Zhang knew they had a winning idea—they just needed a brand identity worthy of scaling it further. To bring its vision to life, Bandana partnered with Motto® to transform its placeholder identity into a re-envisioned brand that fully supports its vision: a worker-first job search platform that puts honesty before all else. OUR SCOPE: Working hand-in-hand with stakeholders through 1:1 interviews, we distilled their ethos into a cohesive brand encapsulating the "honest to a fault" energy of a cutting-edge startup sick of shady hiring practices. Apart from fresh branding, we developed a creative name to stand out from other corporate vanilla job platforms. This was to reflect the essence of real, everyday people and creatively capture the worker's spirit. BIG IDEA: For the People. Boasting a nearly 300-year history of form, fashion, and function, the bandana has represented many things throughout history—everything from American independence to workers’ rights. An iconic symbol of determination, hard work, and rebellion. Rosie the Riveter and Tupac come to mind—a sign of its relevance and ability to cross cultures and ages. See the full case study here: → https://bit.ly/3yKIHNk

How do you make sure your new hire fits your company culture? 🔍 Florian Gendrault assesses culture fit with Alleo (Formerly Your Campus) with this value framework: 1️⃣ Your Company: Candidates should treat the company like it's their own, embracing ownership and accountability. 2️⃣ Your Growth: With ambitious growth goals, Alleo looks for individuals who are committed to personal development, ready to take on increasing responsibilities as the company scales. 3️⃣ Your Ride: It's about enjoying the journey and getting energized by the work. 💬 How are you hiring for culture? Let us know in the comments!

Excited to share a mid-week roundup of some incredible Chief of Staff opportunities: 👩💻 𝗖𝗼𝗦/𝗔𝗻𝗮𝗹𝘆𝘀𝘁 @ Mucker Capital –"𝘃𝗲𝗻𝘁𝘂𝗿𝗲 𝗰𝗮𝗽𝗶𝘁𝗮𝗹 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗿𝗲𝘀𝘁 𝗼𝗳 𝘂𝘀" Why I like it: What really stands out about Mucker is their commitment to investing in companies beyond the traditional tech hub of Silicon Valley, coupled with a strong emphasis on values like service. Their approach is straightforward: prioritize and dedicate themselves fully to the needs and success of their portfolio companies and LPs. They’re looking for candidates with 2-3 YoE in strategy consulting, finance, or product mgmt w/ expert level Excel skills. This job is remote. 💰 𝗖𝗼𝗦 @ Aktos – 𝗳𝗶𝗻𝘁𝗲𝗰𝗵 𝗦𝗮𝗮𝗦 𝗳𝗼𝗿 𝗔𝗥 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 Why I like it: They’re following Keith Rabois’ formula for startup success – find a large highly fragmented industry with low NPS, then vertically integrate a solution to simplify value product. Also, their company values are really thoughtful: - Get to the why - Willing to sit on the floor - Collective ownership & collaboration - Champion the user - Get feedback at 30% Career pathing for the CoS looks like Head of Growth or Head of GTM; pretty rare for a company to have this carved out, much less include it in a JD! This job is remote or hybrid in LA. ❤️ 𝗖𝗼𝗦 @ Livara – 𝗵𝗼𝗹𝗶𝘀𝘁𝗶𝗰, 𝘃𝗮𝗹𝘂𝗲-𝗯𝗮𝘀𝗲𝗱 𝗺𝘂𝘀𝗰𝘂𝗹𝗼𝘀𝗸𝗲𝗹𝗲𝘁𝗮𝗹 𝗰𝗮𝗿𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻 Why I like it: Their solution integrates the biopsychosocial model of care, where healthcare providers consider a patient’s mental state and lifestyle when treating illness or disease, and this shows up as mindfulness in their integrated treatment programs. I’m a staunch believer in this care model, so major points in my book! Generous salary of $160-180K for the YoE they’re looking for (5+). This role is based in San Diego. 🌲 𝗖𝗼𝗦 @ Woodcache PBC – 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝗰𝗮𝗿𝗯𝗼𝗻 𝗿𝗲𝗺𝗼𝘃𝗮𝗹 𝘁𝗼 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗵𝗲𝗮𝗹𝘁𝗵𝘆 𝗳𝗼𝗿𝗲𝘀𝘁𝘀 Why I like it: They remove carbon from the atmosphere by burying trees! They specifically emphasize that this role might be interesting for folks returning to the workforce after an extended absence. I’ve seen thousands of job descriptions over the years, and this is the first time I’ve come across this statement – shows a lot of commitment to inclusivity and acknowledgement of how tough it might be for this particular group of job-seekers. The CoS here would be leading the charge for ops in Utah, among other responsibilities. They’re hiring onsite in Utah or remotely, but the ideal candidate would be able to be onsite for their projects – including being comfortable with camping overnight. 🏕 Hope this is helpful! #chiefofstaff

Looking to 🔝 your #realestaterecruiting strategy? 💯Developing the right company culture is a great start! 🤝 Here's some 💡 for how to do just that: https://lnkd.in/gQkH7cu3 #Recruiting #RealEstateAgents #CompanyCulture 🏡

When Sean, Ross and I sat down back in January to plan our vision and values for 4D, we quickly identified #community as an integral part of what we wanted to build together. What does that mean in real life? I think it means that we want to be someone you call when you want some career advice, an introduction or referral, or maybe even just to sound something out or seek another perspective. We are here for recruitment, sure, but relationships mean more to us than coming in to fill a vacancy and then disappearing again until the next time we can transact. #community #recruitment #careers