➞ When I graduated from University, I was among the best 0.01% of top-performers and ready to take over the world.
Then I got employed and burned out.
Since then I made it my mission to create better workplaces that embrace the individuality of every member.
-Infusing the values of the founders into the culture of their business
-Attracting the right people that identify with the core of the business
-Building founder brands
Introduction
➞ When I graduated from University, I was among the best 0.01% of top-performers and ready to take over the world.
Then I got employed and burned out.
The problem: my growth was not nurtured and values were a mismatch.
Later, as a startup founder, I had to fill 6 job openings in 3 months.
I didn't follow the usual hiring rules.
Instead, I thought about how would our recruiting need to look and feel like, so that even my picky self would want to apply.
The results?
• Time-to-hire 10-21 days • 40-80 applicants per position • Applications from “impact players” • Thorough values match
A headhunter asked me to make my strategy accessible. And I did.
We name it Integral Recruitment.
Integral Recruitment motivates even those that are happy with their current employer to apply.
This hiring strategy is powered by Values-Centric Metal Models and AI Recruitment.
