Property Bridges’ Post

1 priority for MedTech talent right now. ONBOARDING. 29% of new hires report feeling unprepared after onboarding. I have spoken with many profiles who have been in post for 6 months or less that feel overwhelmed in their roles due to poor onboarding. The firms with highest retention have... - Intensive product training - Trips to manufacturing sites - Clinical Education sessions - Mentorship / support networks - L&D resources The best learning will always take place on the front line. But we have to do better before we let our people run into the fire. How do you setup new hires for success? Yozi Search & Selection

📚 I've organized in-person onboardings, and I've organized completely virtual onboardings. Both have benefits and can be effective (when done correctly). But I must admit, I'm a BIG believer that there are some incredible, unmeasurable, and intangible benefits to an in-person onboarding experience. 🤩 🫱🏻🫲🏼 The working relationships they can build. 🤗 The sense of belonging and inclusion to the company and the team. 🤔 The questions and natural conversations that happen in person that, let's be honest, just don't happen virtually. 🙅🏼♀️ 🙏🏼 I'm grateful to work for a company that supports our in-person onboarding experience for our GTM team members and it's going to be another fun week with some great new folks! 🥳 🌟 And guess what, we're hiring! Check out the link in the comments for our open positions. #salesenablement #enablement #revenueenablement  #traininganddevelopment #learninganddevelopment #learningexperiencedesign #thoughtleadership #tipoftheday #tipsforsuccess #tipsandtricks

I’ve handled onboarding for over 200 people in my career. Here is what I learned to shorten the learning curve for new hires. 👇🏾 Scaling a successful remote team begins with understanding your business needs. Set clear goals on what you want to achieve with your business. Once that’s established, create solid SYSTEMS & PROCESSES that will give your new hires a clear roadmap. Document EVERYTHING. When I built my first business, D1 Brands, I used this exact framework. • Develop SOPs • Pre-record video modules  • Organize them in a way to direct new hires from A-Z. Now on Day 1, everyone knows what to do for onboarding. For continuous learning, we built an L&D department to encourage knowledge sharing, & held weekly training sessions. This 10x’ed our growth. With this, we acquired 20 brands and hired 50 new team members in the first year. So to get your hires hitting the ground and running fast; • Set clear business goals and communicate them to everyone. • Establish SOPs and onboarding materials to reduce the learning curve for new hires. • Create systems that allow for continuous learning, knowledge sharing, and feedback.

I’ve handled onboarding for over 200 people in my career. Here is what I learned to shorten the learning curve for new hires. 👇🏻 Scaling a successful remote team begins with understanding your business needs. Set clear goals on what you want to achieve with your business. Once that’s established, create solid SYSTEMS & PROCESSES that will give your new hires a clear roadmap. Document EVERYTHING. When I built my first business, D1 Brands, I used this exact framework. • Develop SOPs • Pre-record video modules • Organize them in a way to direct new hires from A-Z. Now on Day 1, everyone knows what to do for onboarding. For continuous learning, we built an L&D department to encourage knowledge sharing, & held weekly training sessions. This 10x’ed our growth. With this, we acquired 20 brands and hired 50 new team members in the first year. So to get your hires hitting the ground and running fast; • Set clear business goals and communicate them to everyone. • Establish SOPs and onboarding materials to reduce the learning curve for new hires. • Create systems that allow for continuous learning, knowledge sharing, and feedback. Need top talent for your business? Book a call with me, and let’s get your team growing, affordably; https://lnkd.in/et7UUaGx

🌟 Onboarding and Retention Strategies for Tech Companies   Effective onboarding and retention are key to maintaining a productive and motivated tech team. Here’s how you can ensure smooth integration and keep your tech talent actively engaged:   Seamless Onboarding Practices: Structured Induction: Offer a comprehensive introduction to the company’s culture, processes, and technology stack. A well-structured induction helps new hires feel welcomed and valued from day one. Mentorship Programs: Pair new hires with experienced mentors to guide them through their initial months. This not only helps with faster integration but also fosters a sense of belonging.   Retention Strategies: Career Development: Regularly discuss career paths and provide training and development opportunities to meet individual career goals. Transparency about career perspectives is crucial, ensuring employees see a clear and promising future. Recognition and Rewards: Implement a recognition program to celebrate achievements and milestones. This can boost morale and increase job satisfaction among team members.   🚀 Engage with talentos: Let talentos assist you in crafting onboarding and retention strategies tailored to the unique needs of the Latin American tech talent pool. Our expertise ensures your team not only joins but thrives and grows within your company.   Stay connected for more insights on optimizing your tech workforce!   #TechOnboarding #EmployeeRetention #TechTalentManagement #HRStrategies

⭐ 𝗠𝗲𝗻𝘁𝗮𝗹𝗹𝘆 𝘁𝗿𝗲𝗮𝘁 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗔𝗜 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝘄𝗮𝘆 𝘆𝗼𝘂 𝘁𝗿𝗲𝗮𝘁 𝗮 𝗻𝗲𝘄 𝗵𝗶𝗿𝗲 ⭐ Recently, Copli co-founder Rasmus Hvid shared these insights on building GenAI systems with the rest of the team. I think they are worth sharing with all of you as well. 𝗧𝗵𝗲 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 💭 When you hire a new marketing or compliance professional, you expect a certain level of skill and understanding of the role. However, you also expect there are things they’ll need to learn before they — and you — will be fully comfortable in the role. These things are often described as "how we do things." As a rule of thumb, you can apply the same thinking when introducing a GenAI-enabled system into your organization. At Copli, we build solutions to help marketing and compliance professionals navigate the nuanced discussions and trade-offs needed to compliantly market pharma products. Here are some key principles we always keep in mind while building our solutions: 𝗦𝗼𝗹𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗳𝗶𝗿𝘀𝘁 ✅ Our solution is designed to offer guidance with a clear opinion, providing foundational suggestions to solve the problem at hand. 𝗔𝗱𝗮𝗽𝘁𝗶𝗻𝗴 𝘁𝗼 𝘆𝗼𝘂𝗿 𝘄𝗮𝘆 𝗼𝗳 𝗱𝗼𝗶𝗻𝗴 𝘁𝗵𝗶𝗻𝗴𝘀 🏡 Just like a new hire, our system learns "how you do things." We help you condense your business rules into a format that’s easily understood by both humans and GenAI. This onboarding process also allows us to codify and formalize your compliance/MLR rules, turning implicit knowledge into explicit, actionable insights. 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝗻 𝘀𝘂𝗴𝗴𝗲𝘀𝘁𝗶𝗼𝗻𝘀 🙋♂️ Users should always understand why the system made a certain suggestion. It’s inevitable that the system will sometimes act differently than expected. Anyone telling you otherwise is probably selling snake oil. Understanding the "why" allows you to adjust the system, ensuring it aligns more closely with your needs going forward. A byproduct of this onboarding process is that we gain a deep understanding of your MLR business rules. This insight allows us to create SOP-style documentation around your MLR processes, benefiting you by making implicit knowledge explicit. It also emphasizes the importance of thorough information sharing during the onboarding phase. Thanks to Rasmus Hvid for these insights!

🌍 Global Hiring Made Simple and Compliant with Deel! 🎯 ShopBack Group, Asia-Pacific’s leading shopping, rewards, and payments platform, serves 45M shoppers across 12 markets. When faced with the challenge of hiring in countries where they lack local entities, they turned to Deel for a fast and compliant solution to onboard remote contractors. 💡 Why Deel? ✅ Robust Compliance: Seamlessly navigates complex legal requirements across markets ✅ Lightning-Fast Onboarding: Contractors onboarded in as little as 24 hours, ensuring zero operational disruptions ✅ Exceptional Customer Support: Quick responses and smooth processes every step of the way ✨ Carolyn Choo, VP of HR at ShopBack, shared: “With Deel, we can efficiently hire skilled engineers in markets without local entities, meeting our technical demands swiftly. The onboarding speed and convenience are truly impressive!” 📢 Are you facing global hiring challenges in your expansion journey? Now is the time to simplify and scale with Deel. 📩 Message me to learn how Deel can help you build a compliant and agile global team! 🚀 #GlobalHiring #ComplianceSolutions #Deel #ShopBackSuccess

Excited to step in to partner with the team at Boundless on a fractional basis supporting setting go to market up for success going into 2025, after an amazing experience supporting the incredible team over at Birdie. I was drawn to Boundless by Dee Coakley and the opportunity to support an Irish business growing internationally. Since joining though, the depth of expertise & quality of service & has really jumped out to me - this is a team focused on supporting customers to expand internationally in a compliant & sustainable way. A couple of updates to share: 🔎 Hiring a Customer Success Manager: Harry Cochran is hiring a customer success manager to lead the scaled success strategy. If you are deeply curious about understanding & solving customer needs, analytical with a growth mindset - and of course are a builder, this role could be for you - role link is in comments. 🌍 If your business is thinking through if or how best to hire internationally in 2025 - whether its which countries are the easiest to employ remotely in, or comparing costs across markets - do send me a message. Anthony Clery and Rhiannon Francis will be more than happy to help guide you with a consultation. #remotework #hiring

Onboarding 👩🏻💻 New employees undergo an extensive onboarding process upon joining the company, facilitating their smooth transition into new responsibilities. This comprehensive process, spanning the initial weeks or months of employment, fosters confidence in their roles. Additionally, it ensures completion of necessary paperwork, provision of essential tools and technology, and familiarity with company policies and procedures.