Simo Lemhandez’s Post

Director of growth is one of the hardest hires for a founder to make. At one company, Director of Growth means that you're leading a cross-functional team with ownership over the entire growth model and accountable for revenue. At another company, it means that you're an individual contributor focused on acquisition. But the average founder (who doesn't have a growth background) has a really hard time understanding the differences between those on a resume. One way you can help them: put a bullet point on your resume explaining what your job was BEFORE listing your accomplishments. For example, instead of: - Accomplishment 1: increased conversion from X% -> Y% - Accomplishment 2: grew customers from 1 -> 2 - Accomplishment 3: product engagement went from 0 -> hero Start with: - Led a cross-functional growth team of 7 people that had ownership over the entire PLG funnel and accountability for driving self-service revenue. Then list your accomplishments. Hiring managers are flooded with applications right now. This will help yours stand out.

"The current market is not hiring Product Management generalists." - Me Hiring Managers - help me answer a question when advising early stage PMs. Are you hiring specialists or generalists? I meet with some folks early in their Product career and when I think about how they can be the most competitive version of themselves, I advise them to focus on their "expertise" and channel it for the next role: --- if they've worked at a security company - apply to security companies --- if they've worked with B2B clients - apply to companies serving B2B clients --- if they worked at small companies - apply to small companies I just don't think in this market that anyone is open to hiring a well rounded smart candidate who can "figure it out." What hiring decisions are you making these days? Photo by Dominik Scythe on Unsplash

We grew our team to 28 people last year. The whole time, I was focused on maintaining our culture. Here's how we did it. (Especially because we're planning to continue that growth!) Our culture at Pump is directly responsible for our growth, so it was important to me that we maintained it as we scaled. A few things that helped: 1 - Working in-office - I will never bash remote work. But for us, as a small team, it's been completely transformational to work together, in-person. Plus, so many of our team members hang out outside of work. Movies, hikes, whatever. It really strengthens the bond. 2 - Hiring new grads - I keep seeing talk about the entry level being destroyed by AI, but I am all-in on hiring incredible team members out of college. They're driven, high-agency, and are ready to fit into our culture. 3 - Seeking out past founders - Past founders get this more than anyone, so they're laser-focused on keeping our culture cohesive. That's exactly why we look for them when hiring! As we grow in 2025, I'm doubling down on all of this. And if this resonates with you, we're hiring!

Make the best decision of your career

The growth of our people is also the growth of our company. We're not just invested in achieving our goals, we're deeply committed to nurturing your growth and development too. Sure, there's a wealth of knowledge available for free (and we personally contribute to the knowledge ecosystem), but sometimes an investment is needed. Every team member gets to enjoy €1.000/year of financial support so they can advance in both their professional and personal development. - Mastering technical SEO or UX design? ✅ - Diving deep into tech trends at a tech conference? ✅ - Stepping up with a leadership course? ✅ Use the €1.000 in a way that best fits your aspirations. But it goes beyond financial support… we champion a culture of shared learning and collective wisdom. When one of us learns, we all do. Want to join a culture of learners? Check out our open positions: https://lnkd.in/dAGZwsFT

If you work in Tech, and specifically Product teams - you want to follow Shreyas Doshi; here is a just a very very small reason why: https://lnkd.in/gGBXAeva - He created a thread of folks who are hiring Product Managers with 50+ responses of actual opportunities.. #ProductManagement #Hiring

Ready to level up your career? We’re hiring across multiple roles in the creative and marketing fields! If you’re passionate about innovation, strategy, and learning from industry experts, we have opportunities that you won’t want to miss. Now’s the time to make your move! 🎯 And did I mention that all of these roles are REMOTE?! Check out all of our roles in the comments section below! 

Imagine hiring a team that: ✓ Shares your values ✓ Doesn't give up easily ✓ Needs little instruction ✓ Never stops learning ✓ Adapts well to change ✓ Lifts everyone around them This is entirely possible, but you need to explicitly test for it. Use this guide below. And tell me how it goes! 📌 And if you want to dive even deeper into hiring only A-players, check out my article here: https://lnkd.in/gsa78wuw

To hire A-players, an organization must also be an A-company to provide an environment where A-level talent can thrive. It is more than about finding the right people; it is about creating the right ecosystem for them to flourish. This begins with cultivating a company culture that embodies the very qualities it seeks in the team. Only then can an organization become a magnet for A-players seeking an environment where they can excel. Building an A-company is an ongoing journey that requires dedication and a commitment to continuous improvement. When an organization invests in its culture and values, a thriving ecosystem is created that attracts top talent and supports the continued success of the business. It starts with an A-company first. Then the A-players will follow. #BuildToAttract #LeadByExample #ValuesDriven #CompanyCulture #BusinessGrowth #APlayers

What makes great companies? It’s not just super-smart employees, groundbreaking ideas, high valuations, or tons of investments. It’s #execution. Every successful founder I’ve met underscores the importance of execution. They’re obsessed with it. But what ensures great execution? #Teams. Not just individual stars, but high-performing teams where personal growth aligns with company goals. Teams where there’s a perfect balance of reward, growth, learning, and autonomy. Teams where people work because they’re passionate, not because they have to. As we build the marketing team at Sav, this philosophy guides us. The best teams are those where personal goals align with team objectives. We’re #hiring for three exciting roles (2-3 years of experience): #PerformanceMarketing #GrowthMarketing #ContentMarketing You don’t need to know everything, but if you’re eager to learn and seek opportunities for growth beyond your experience, we want to hear from you! DM me or send your details to vidha@sav.money to join a team where your goals and our goals meet. Let's build something great together!