Paula Burgess’ Post

Here’s the 2 step structure I used last week to get 68,000 eyes on 1 story ⤵️ [ The Transformational Structure ] STEP 1️⃣: Create The Gap Give a clear relatable picture of where you were, For example: ”In 2013 I was living on £50 a month with no hope of success” This will paint a picture and hook your audience in. Now give an equally clear picture of where you are today. ”Today I’m hiring our 7th team member and happier than ever” This creates a gap and poses the question, “How did this happen?”. Step 2️⃣: Provide The Value Now choose 1 thing you learned from the experience. For example: ”The ability to put myself first” This will give the story a clear direction for the reader. Now build the story around that point, giving the reader clear value. This creates the pull to keep the reader coming back. ✅ PRO TIP: Within your story, you want to show enough success to be credible but enough failure to be relatable. That’s the sweet spot.

It is important to be patient when hiring an executive level team member. Take the time to understand who and what you need. Figure out what are the right questions to ask. In this video I give more insight on how to do this.

💡 In this short clip, Lee Shepherd shares valuable tips on making new team members feel welcome and supported on their first day. First impressions are critical! 💡 #EmployeeExperience #Hiring #NewHires #Recruiting Lee Shepherd

Hiring is a learning process. Here’s what I’ve figured out: ✅ Hire fast, fire faster. ✅ Set clear goals—if you were closing 10 deals a month, hold your team to that standard. ✅ Track the numbers and milestones to know if someone’s actually doing well. It’s not about guessing—it’s about clarity. The faster you figure out who’s a fit and who isn’t, the faster your business grows. How do you approach hiring? 👇 #EntrepreneurTips #LeadershipMindset #BusinessGrowth #HireSmart

We're hiring! Move Frogward with JFrog! https://join.jfrog.com/ Have you met your future coworker, Jason Macon, Technical Engagement Manager at JFrog? Q: How would you describe your role at JFrog? A: In a nutshell, I keep the train on the tracks, keeping things in line, keeping everything in order. Making sure deadlines are met. I'm a project manager at JFrog, working in two separate departments, both within the customer support department and also splitting time in the professional services department. Q: What emoji would you use to describe our culture? A: We're like the flexing bicep 💪: there are things I can do that others can't do, and things they can do that I can't do. But when we come together, we're unstoppable. A lot of companies preach culture until you get in the doors, but at JFrog, we live it through our strong team dynamic. It's not just about hearing about culture, it's about feeling it! Q: What's your favorite part about working here? A: I love that we're trusted to do our job without micromanagement. If we have questions or problems, we know we can reach out for help. The trust and autonomy here are something everyone I've talked to appreciates. Q: Why should someone apply to JFrog? A: Jfrog is unique both professionally and personally - we're in a growing tech field and the company is growing with it. You have the comfort of knowing you're needed, and sometimes you wear multiple hats which keeps things interesting. There's a real opportunity to make your own imprint here. Everyone from every department I've reached out to has been willing to help, which makes it awesome both professionally and personally.

No one person changes the trajectory of your business. I’m not ever expecting anyone to walk in and change everything. When we hired a senior leader last year, I didn’t think, “This one person will entirely transform the business.” ...because that’s not how it works. Don't expect one person to shift your business. It’s about building a kick-ass team–not just a one-off hire.

True success in senior living starts with hiring the right people. 🌟 VP of Consulting, Deborah Potter, explains why personality, compassion, and emotional intelligence matter more than experience. Watch now to discover how hiring for heart can transform your team. SeniorLivingMinute

Curious about the "unteachables" in hiring? 🤔 Libby DeLucien and Martha Lindley-Woodward talk about the special qualities you can't teach in hiring.  Learn how to recognize these unique qualities, why they matter, and how they can help your team succeed. 🙌

Project demands can change in an instant. How do you stay on top of it?💡 When your IT projects grow or shrink unexpectedly, having the right team size and skills at your fingertips is key to success. 💪📈 Our newest slider highlights how Team Augmentation offers the flexibility to scale up or down, access specialized expertise, and maintain project momentum—without the headaches of traditional hiring. 💼 Want to dive deeper? Check out the blog post (link in the comments) for a detailed guide on how to make scaling IT projects smooth and efficient. 🔗

3 keys to hiring right the first time that you probably haven’t thought about yet. Always best to get yourself sorted out before introducing new people to the team. Let me know your thoughts on these. What would you add?