Your startup has found product-market fit. Revenue is growing, you’re hiring rapidly, everything is working, until suddenly it isn’t. The tight-knit team that moved mountains together now feels fragmented. Decision-making that used to be fast and aligned now requires endless meetings. The “vibe” that made your company special is evaporating, and you can’t quite pinpoint…
“We’re looking for someone who’s a good culture fit.” This phrase appears in virtually every job posting, gets mentioned in every interview debrief, and justifies countless hiring decisions. It sounds reasonable, of course, you want people who fit your culture. But understanding culture fit vs culture add distinction changes everything. This seemingly innocent criterion has…
Your Executive Assistant has been with you for two years. They’re exceptional, anticipating needs, handling complex projects, and contributing strategic insights. Then one day you notice something’s changed. They’re still performing well, but the energy is different. Tasks that used to challenge them now feel routine. They’re asking fewer questions and offering fewer ideas. Most…
The language we use reveals our assumptions. When founders say Hiring Global Talent they’re usually signaling a set of beliefs about geography, quality, and business relationships that are fundamentally outdated. And it’s costing them access to exceptional professionals who could transform their operations. Here’s the reality: EA in Manila has a business degree from a…
You’ve decided to build a remote-first company. Smart move. You get access to global talent, reduced overhead costs, and the kind of operational flexibility that makes traditional office-bound competitors look like they’re moving in slow motion. But here’s where most remote-first founders get the hiring sequence completely backwards. They start with developers, salespeople, or marketers……
