The Blind Ambition with Jack Kelly Blind

Ingrid De Clercq, Chief People Officer at Deliverect

Ingrid shares how four startup founders in Ghent, Belgium, developed the idea for Deliverect and what it was like conceptualizing and implementing a multinational company's vision, hiring process and performance philosophies from scratch.

We also get a sneak peek into how a Belgian and European startup hires and retains talent from all over the world from one of the first employees of Deliverect, a software-as-a-service startup last publicly valued at $1.4 billion. Ingrid also shares what she thinks sets Deliverect apart and how the company thinks about total rewards and total compensation.

http://blindap.onelink.me/ttCg/3dl4nmej

Jesse Tinsley, Former Recruiter at 23andMe

Jesse Tinsley was a recruiter at 23andMe, Coinbase, Stellar Development Foundation, Protocol Labs and more. Now, he's the founder and CEO of a recruitment process outsourcing company, a largely unknown cog in the job recruitment process.

We explore what RPO companies are and how you can work together with these recruiters to land your next job. While it might be bizarre to find out that the recruiter you're working with might not technically work at the company, the experience is essentially the same. You might have even worked with an RPO recruiter already without knowing it!

http://blindap.onelink.me/ttCg/l1lv2nfp

Jack Kelly and Rick Chen break down the advent of AI bots that apply for jobs while you sleep. We discuss Job GPT and other similar services that claim to guarantee job interviews with their indiscriminate job applications.

Rick thinks through the potential repercussions professionals could face for using these tools and AI technology. Jack shares his insights from his reporting about how employers are using AI and moving too slowly when hiring. After all, maybe employers have brought this upon themselves!

⁠https://blindap.onelink.me/ttCg/mhe5kscq

⁠https://www.linkedin.com/in/jackkellywecruitr

https://www.linkedin.com/in/chenrick

https://wired.com/story/this-ai-bot-fills-out-job-applications-for-you-while-you-sleep/

Marcelo Lebre, President and Chief Technology Officer at Remote

Marcelo recalls how he transitioned from academia to entrepreneurship. He gives us the rundown of what it was like to build the product that would become Remote.com and when he knew it was time to go all-in on his startup idea.

We explore everything from identifying the market potential of a startup idea to recruiting employees worldwide and the challenges of building a global business without any physical offices or locations.

http://blindap.onelink.me/ttCg/ygksmehz

Shirley Baumer, Director of Product Management at Monday.com

Shirley was the first product manager at Monday.com, back when it was a startup with fewer than 30 people. We explore how the company has changed in six and a half years, discussing everything from how the core work management product was conceptualized and built to the opening of new offices worldwide and a Nasdaq IPO.

Shirley shares how her untraditional background helped her hit the ground running. She was a journalist before working in tech and intuitively knew how to speak with customers and prospects, decipher their problems and summarize their needs. Coupled with her experience in behavioral economics and background as a medical-tech startup founder, we learn that you don't necessarily need to have an MBA or work in tech previously to succeed in product management.

Finally, we get the scoop on how Shirley and Monday.com recruit and hire product managers and tech professionals. She also reveals the common mistakes candidates make in job interviews and what you need to do to stand out.

http://blindap.onelink.me/ttCg/uqynaxbt

Melanie Quandt, Former Recruiting Manager at Salesforce

Melanie has spent more than 10 years as a recruiter placing software engineers, developers, scrum managers, and more at Salesforce. We get the inside scoop into what sets Salesforce apart and how they hire engineers and other experienced professionals.

Melanie reveals the performance metrics and key performance indicators she was held to as a recruiter and what that means for job candidates. She also shares the "hack" to get in front of recruiters and hiring managers. Finally, we explore Salesforce's total rewards philosophy and how they competed for talent when their total compensation offer might not be as competitive as other companies.

http://blindap.onelink.me/ttCg/h3z5bvlm