Freed’s Post

What We Look for in Team Members at The Swarm Corporation At The Swarm Corporation, our mission to advance humanity defines every aspect of our work. We are in constant pursuit of exceptional individuals who share our commitment and have the skills to push our mission forward. Here’s what we value in our potential team members: 1. Character and Commitment: Above all, we seek individuals with a profound character—those who place the greater good above personal gain. Devotion to our mission of advancing humanity is paramount. Our ideal team members are those who can embrace this challenge, demonstrating resilience, integrity, and a deep-seated desire to make a lasting impact on the world. 2. Technical Expertise and Speed: Technical capabilities are crucial. We look for talents who can rapidly build models and develop new swarms. The ability to translate complex ideas into functional code quickly is essential, as is the capacity to iterate at lightning speed. Our projects demand a high level of innovation and agility, and our team members must be ready to meet these challenges head-on. Why You Should Consider Joining Us: At The Swarm Corporation, you’ll be part of a dynamic team that’s not just working on projects but is on a quest to expand the Human species to every galaxy in the cosmos. Here, every line of code, every model, and every decision contributes to the longevity of our species. If you are driven by a desire to make a significant impact and possess the skills to bring revolutionary ideas to life, we would love to hear from you. Let’s advance humanity together. Join our community now: https://buff.ly/4agNenT

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What’s up team! I hope everyone is having a phenomenal day! I want to share that I am committing to being more intentional with my presence on LinkedIn. I believe the platform has incredible potential outside of occupational updates and networking purposes. I am excited to share compelling concepts I come across or communicate thoughts on topics that I find interesting. By no means am I an expert or any more versed than you are, but I am confident my journey has offered me insights that can add value to the lives of my friends and peers. I know everyone is busy chasing their dreams, but I encourage people to join me! Let's engage in dialogue, share our experiences, and learn from one another. The best resource we have is each other. I know I have a great network of people across an array of different professions and industries that can all benefit from each other’s unique perspectives. Nobody has all the answers. This world is constantly evolving and so are we. Sharing new ideas, providing value, supporting each other’s ventures is how we progress in this life. “None of us is as smart as all of us” Let’s run up the scoreboard!

Making sure priorities align to delivering value & business support is maintained, can be tough. But, what if there was a way to maintain momentum and drive consistency with follow ups? Look no further than going completely digital! I am taking the leap to move completely to digital, in an effort to streamline my work and stay on top of business & personal priorities. With a majority of time spent creating foundations to leverage the small but mighty team, we are working hard to drive forward-looking insight and minimize forecast variations. Know that foundational work can be tough, but it's necessary to leverage the future you. So, go get it!

Cool jobs here 👉

Why is it awesome? We’d love to believe that we can build teams of eternally loyal staff who would never think of moving on. But even better, we get to be a positive part of their career and growth. We help them build stories and skills that will set them up for the best next chapter. Even better if that chapter is not far away. That’s why on the rare occasion that someone leaves my team, my first question is “why is it awesome?” At best they cannot help but light up and show their excitement about the new challenge, team, or even money. Worst case they aren’t excited at all, but relieved. There was something that wasn’t working for them. This should not be a surprise, but it’s healthy to acknowledge what wasn’t or couldn’t be fixed. You can talk about the skills and stories they do take with them, and what, if anything, they need now. You will also test your belief about what you need to do differently to get the next the next person to awesome. 

Seen a lot of posts about scaling a team of 5 at $10m ARR to 80+ to grow to $50m ARR. Now, I’m a bit pedantic when it comes to maths. That does not add up in terms of efficiency or effectiveness. Increase headcount and cost to decrease effectiveness 🤷🏼♂️ I feeling a top line number should really scale with additional headcount - I get there maybe some drop off, market factors etc. But going from $2m ARR/per head to $625k per head doesn’t really add up. Perhaps, as is usual on LinkedIn, numbers and bravado win out… Just remember folks - don’t compare yourself to others - it’s meaningless and lacks value.

Here're some of the things that we celebrated as a team at our fortnightly all hands today: ⛳ Feature flagging certain sections of our platform so segmented users see the right thing at the right time 🎁 Celebrating the start of our experiment to drive social proofs using user generated content - and create variable rewards that get users coming back for more 🪦 Binning an onboarding step that no longer serves us so users have to do the least number of steps to get to value of our product ⌨ Make one single part of our platform more intuitive so our users don't have to think twice to do it in their daily workflow Who did all of the above? Is it growth team? No - all of these are separate initiatives of development, engineering/product and growth. But because we are always driven by customers voice, every fortnight we share what we're doing that actually delivers value to our customers and end users. How do you celebrate wins as a team?

Here's comes illumi's first update: who we are as a team! In short, we came from totally different background, having different knowledge, not to mention culture, career path... everything.. But yet we believe this is our secret power - always learning and always extracting something we didn't know about! However, is it that as easy as it sounds? Well, absolutely NO! But wait, it is exactly the driver for us to build illumi. Interested to know more about us and what we do? Check our first intro video in our company page (link below) and meet my cofounder Andrey Leskov!

The most important appointment for EPs is the initial appointment, this is due to a number of reasons, but the greatest being a general misunderstanding of our role. The most important parts of that assessment are the start and the end. This is due to the primacy and recency effect telling us that this is what people remember. Thus, I like to think about my initial assessments as 4 x 15minute quarters. Q1 - Introductions, rapport building, my spiel and setting expectations Q2 - Subjective Assessment and Goal Setting Q3 - Objective Assessment Q4 - Putting it all together and collaboratively building the plan The start and the end are for us as a team. The middle is more for me.