Wanna Get Weird in a good way? 🙃 Let’s Get Weird operates fully remote, but as bicoastal partners we find ways to collaborate and come together for those exceptional moments while ideating and working on client briefs. We also found from our clients that creating a space where one can experiment lends to outputs that feel bold and tied to the organization’s needs. We understand that there is never enough time and budgets are sometimes nebulous but there is value in swift, quick and fun ways to concept. From that, we developed LGW Lab, a streamlined brand workshop to help busy teams tackle key challenges head-on. This workshop is designed to be efficient and effective, helping your team get aligned and focused on the year ahead. If you've been thinking about hiring Let’s Get Weird, now is a great time to have those conversations. Let's chat: https://bit.ly/lgwchat
Let's Get Weird’s Post
More Relevant Posts
-
Social insights and ads 📱| Matching insight & analysis with creative thinking 🤩 | Diversity & Inclusion advocate 🗣️
💡 Do you get all your best ideas in the shower? Or as you’re falling asleep? Ever wondered why? 🤔 Every day we come across millions of pieces of information - something that has become a much bigger deal in the speed of social - we watch hours of content, read the news, receive Slack messages, emails and phone calls, see thousands of ads... just to name a few. So when your brain finally gets a moment to itself it can think. When you’re working at the speed of social it’s so important to take the time to think and breathe - to take time away from devices, work and information. It’s also important to find these times in the workplace to truly allow creativity to grow. The creative team at NewGen (CC Katy Sumption Barney Parsons Rufus McIlrath Harry Clarke) are excellent at creating space for everyone in the company - no matter their role - to contribute to creativity with various types of creative input sessions, where we take time away from our everyday roles to think differently and bring different perspectives to the table. What do you do to give yourself time to think? Does this style of work appeal to you? We're hiring! Link in comments to apply #Creative #DiversityOfThought
-
Executive Virtual Assistant || Customer Support || Customer Service || Sales Executive || Data Entry Specialist || Lead Generation Expert || Email Management || Travel Booking and Itinerary
I want to share an uncomfortable but valid truth. It took me some good time to internalize it. Because I love you, of course I'd share it with you. Simply possessing knowledge or skills is no longer enough. To stand out, you must showcase your capabilities with confidence and enthusiasm. The Uncomfortable Truth: - Life rewards those who boldly share their achievements, not those who hide them. - The loudest voice often gets the most attention, unless luck intervenes. - Your accomplishments, no matter how small, deserve to be celebrated. So, Blow Your Trumpet! - Successfully managed an email campaign? Share it! - Efficiently organized a client's calendar? Brag about it! - Generated 100 leads in a day? Shout it from the rooftops! Why Self-Promotion Matters: - Increases visibility and recognition - Builds credibility and trust - Attracts new opportunities and collaborations So, don't be shy. Share your accomplishments and let your light shine. #20daysvisibilitychallenge #day6of20 #hiring #remotejobs #virtualassistant
-
-
𝐖𝐡𝐨𝐚, 𝐰𝐚𝐢𝐭! 𝐁𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐝𝐢𝐯𝐞 𝐢𝐧𝐭𝐨 𝐚 𝐧𝐞𝐰 𝐰𝐞𝐞𝐤, 𝐋𝐞𝐭’𝐬 𝐭𝐚𝐤𝐞 𝐚 𝐦𝐨𝐦𝐞𝐧𝐭 𝐭𝐨 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐰𝐡𝐚𝐭 𝐰𝐞'𝐯𝐞 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐝 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫! 🎉 💼𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐇𝐢𝐫𝐢𝐧𝐠: This week, we uncovered the magic of effective hiring strategies. Did you know that the right hire can transform your entire workplace? 📚𝐋𝐢𝐟𝐞𝐥𝐨𝐧𝐠 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬: Growth is an endless journey! Thank you for sharing your thoughts in our polls on MVPs and hiring priorities. And remember, taking breaks is just as crucial—it's the secret sauce to recharging your creativity. 📱𝐌𝐕𝐏 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: We also dived into the world of Minimum Viable Products. Got an app idea? Dm me and I'll help you turn that vision into reality! As we gear up for the new week, let’s continue to support and uplift each other. What are you most excited about in the days to come? Drop your thoughts below! 👇 | 𝐅𝐎𝐋𝐋𝐎𝐖 𝐅𝐎𝐑 𝐌𝐎𝐑𝐄 𝐉𝐎𝐁 𝐔𝐏𝐃𝐀𝐓𝐄𝐒 💡 | 𝐑𝐄𝐏𝐎𝐒𝐓 𝐓𝐎 𝐇𝐄𝐋𝐏 𝐘𝐎𝐔𝐑 𝐍𝐄𝐓𝐖𝐎𝐑𝐊 ♻
-
Senior HR Generalist at Amwoodo | MBA in HR | Specializing in HR Strategy, Talent Management & Employee Relations
🚀 Hiring isn’t just about filling seats—it’s about finding the Avengers of your team! 💼💥 A great hire isn’t just someone who checks boxes but someone who brings fresh ideas, good vibes, and memes that make Slack pop. 🌟 Think of it like this: the right person can turn “just a job” into a place where magic happens. 🎉 They innovate, collaborate, and help your company level up—making sustainability not just a buzzword but a way of life. 🌍 So, invest in the right talent now. Your future self and your company will thank you! #HiringGoals #WorkplaceAvengers
-
Dive into the world of Gen Z in the workplace! 🌟 Discover how their tech prowess and multitasking skills can revolutionize your team's efficiency. Read our latest article to unlock insights on harnessing Gen Z talent effectively. ✍️: Khin Sint Thu 📷: Depositphtos #GenZ #WorkplaceInsights #FutureOfWork #TechSavvy #Multitasking #CareerDevelopment
-
Hiring Gen Z? Digital natives expect fast, efficient and simple processes, so your candidate experience matters more than ever before. Referoo Hub puts all your pre-employment checks all in one place. And with one candidate email for all your checks, it passes the vibe check. ✅🔥 Learn more > https://lnkd.in/g6gQWMsA #CandidateVibeCheck #ReferooHub #BackgroundChecking #ReferenceChecking
-
-
Ritendra summarizes my views on the topic better than anybody else. Meta's latest moves, such as cutting the content moderation team and making cavalier statements about 'masculine energy,' are very transparent attempts to appease the shareholders and the current politicians in power. However, these actions set a serious precedent for the industry to greenlight toxic behaviour towards both its users and its employees. "The opinion of 10,000 men is of no value if none of them know anything about the subject." - Marcus Aurelius
There are so many things wrong with this approach to publicly labeling the folks being let go. The choice of public messaging is quite disheartening. 1> From first hand experience, hiring managers often probe to find out the circumstances under which someone left the previous company, particularly looking at timelines. If they suspect a performance based layoff, they frequently don't proceed because a buyer's market + obscene comp, leading to a robust pipeline, allows for high false negative. They don't probe further. 2> The company appears to be aggressively hiring at the same time. Most of my mentees who are in the job market have been reached out by their recruiters, and several have offers. A few rounds of leetcode++ is a better strategy for high future performance than trying to invest in performance gaps? 3> I've led scores of performance reviews. The bottom 5% is non-trivial to identify; linear stack-ranking is arbitrary among complex performance vectors; at best it's not binary, it's a continuum, and there's often a ton of debate at the boundary. Circumstances often drive the ratings, not innate abilities. The same folks will likely shine in a different environment. And yet, the parting gift of a binary label from the company to the departing employees will diminish their chances of getting such an opportunity. 4> The company has grown 6X in valuation in 2 years; it's flush with cash. It's doing exceedingly well. Competition is even less with TikTok in a diminished state. So layoffs are an efficiency signaling at best, not at all existential. At worst, it's an attempt at signaling a supreme leader's aggression; perhaps their machismo? 5> Knowing the above, your next generation of employees could be even more cutthroat, even more competitive; perhaps play politics with earnest to survive. If the bar is raised through this process (a big IF, see #2 above), the next round of bottom 5% will be even harder to identify. Rinse. Repeat. This can't not be an annual ritual (pardon the double negative, it's for dramatic effect, i write scripts). Has investing in employee performance improvement or fixing challenging environments or even just handling with empathy truly gone out of fashion? I think it has, to a point of no return. People's careers is one of my passions, so this one struck a nerve.
-
-
Executive Strategy & TPM Leadership | Responsible AI at Google Research | Empathetic leader shaping AI/ML to address systemic discrimination
Publicly labeling laid-off workers as 'underperformers' is both cruel and gratuitous. What does Meta gain from such a move? Great points in this post that align with my own thoughts.
There are so many things wrong with this approach to publicly labeling the folks being let go. The choice of public messaging is quite disheartening. 1> From first hand experience, hiring managers often probe to find out the circumstances under which someone left the previous company, particularly looking at timelines. If they suspect a performance based layoff, they frequently don't proceed because a buyer's market + obscene comp, leading to a robust pipeline, allows for high false negative. They don't probe further. 2> The company appears to be aggressively hiring at the same time. Most of my mentees who are in the job market have been reached out by their recruiters, and several have offers. A few rounds of leetcode++ is a better strategy for high future performance than trying to invest in performance gaps? 3> I've led scores of performance reviews. The bottom 5% is non-trivial to identify; linear stack-ranking is arbitrary among complex performance vectors; at best it's not binary, it's a continuum, and there's often a ton of debate at the boundary. Circumstances often drive the ratings, not innate abilities. The same folks will likely shine in a different environment. And yet, the parting gift of a binary label from the company to the departing employees will diminish their chances of getting such an opportunity. 4> The company has grown 6X in valuation in 2 years; it's flush with cash. It's doing exceedingly well. Competition is even less with TikTok in a diminished state. So layoffs are an efficiency signaling at best, not at all existential. At worst, it's an attempt at signaling a supreme leader's aggression; perhaps their machismo? 5> Knowing the above, your next generation of employees could be even more cutthroat, even more competitive; perhaps play politics with earnest to survive. If the bar is raised through this process (a big IF, see #2 above), the next round of bottom 5% will be even harder to identify. Rinse. Repeat. This can't not be an annual ritual (pardon the double negative, it's for dramatic effect, i write scripts). Has investing in employee performance improvement or fixing challenging environments or even just handling with empathy truly gone out of fashion? I think it has, to a point of no return. People's careers is one of my passions, so this one struck a nerve.
-
-
Shelia here, People and Culture pro. I recently announced that I started my own business. Many of you have offered to support me. Thank you so very much. My company solves hiring, onboarding, and communication challenges. Here's what those problems might sound like: "No one wants to work!" "I can't find good people." "Everyone keeps quitting." "Everyone else has quiet quit." "I just started this job and I have no idea what I'm doing." "The left hand doesn't know what the right hand is doing." "Some days I feel like a glorified babysitter!" If any of this sounds familiar, let's connect! My website is under construction, so please feel free to DM me here if you have questions, or a referral, or words of encouragement. Thanks again for everything. 🙏 P.S. Wish me luck on my webinar later today, where I'll be discussing how to have hard conversations. #peopleandculture #work #culture #smallbusiness #hiring
-
