Job van der Voort

I lost my job. I did actually get to keep my title. And my company. Which is really nice. But as FERMÀT’s headcount has more than doubled in the last 5 months, the nature of my work is completely different from what it was half a year ago. Early days, we operated with a healthy (maybe obsessive) amount of thoroughness when it came to hiring. I talk a lot about this—those first hires are super important. They drive every success, every failure (or learning), and every hire thereafter. Not to say any hire from the last 5 months is less important. But as the company has grown, my ability to manage everyone individually has disappeared. As it should. My work has gone from developing the business and developing people to developing systems. Specifically culture systems. Like every leader, I’m still developing people. And I’ll never not love doing this. But standing up people systems that support scaled success and accountability is a better use of my time than manic individual management. This has meant that I need to create and implement systems that manage motivation. I know how to motivate individuals. But developing and running systems that keep groups of individuals motivated? That's been new and tough to learn, but it's also been a blast. So that’s my job. I’m hardly ever doing anything alone these days—creating these systems (and successfully implementing them) is an effort of group conscience. Trusting these systems and trusting the people atop them is the next key to scaling up from where we’re already at. How has your role evolved as your company has grown?

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TL;DR - Want a ticket to Reactnext/ Node.tlv? We'll get you there! Full-stack engineering means different things to different companies. Very few people really do specializes on both sides, so why call it Full-stack? is it just a pretentious hype? What does it really mean? And why do we keep using it? At Riverside, being Fullstack is about increased perspective, reducing limitations and having a ton of ownership. ✅ It means being able to move quicker, as you have less dependencies. ✅ It means you have the knowledge to choose the right tools to solve each problem. ✅ It gives you flexibility to navigate special requests or features that require both front and backend. ✅ It means you're a true expert on one domain, but have more tools in your toolbox for special cases than just one language. Being well rounded is very important to us, and that's why I am very excited to sponsor both ReactNext Conference and Node.TLV this year. This is truly a Fullstack sponsorship! 😎 ⭐ aaand we have the opportunity to give away one free ticket ⭐ to one conference! So what's your passion? which side do you lean into more? Or maybe it's the other side you want to invest in? Let us help you with that! Write in the comments which conference you prefer out of the two and the comment with most likes by 24.5 will get a free ticket to your conference of choice from us!

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One thing I'm proud of is our client retention rate at Enflux. Once we get our foot in the door, almost no clients leave us. Here's why: Jelle Buth and I founded Enflux a year ago. The first few months were awkward: we were both cold pitching via email and LinkedIn. We mostly didn't know what to do exactly, but we pushed through it. At some point, we had enough clients to understand: Enflux is a vital business that will last. So we started preparations for the LOOONG journey. Over the next 9 months, we've put our full attention into a strong infrastructure setup and the team. We called our former tradeops colleagues we can trust: Evgeni Hristov, Dmitry Belaventsev, Justin Sid Montañez, and counting; trained and helped them feel confident enough to act independently. Not to mention our other partners: from BD Valentine Zlenko, Alex Lut, and Valerie Zlenko to marketing Farhad F., and others. This foundation now plays a vital role in our communication with clients: The infrastructure we've built nurtures our "as a service" market making model, which combined with our value-driven approach ensures the performance clients seek. So they naturally work with us long-term. On the acquisition side, we provide value upfront and display our commitment first. This comes in different forms: from a casual 2-week trial to more creative solutions like Hackathon rewards for winners to our 12-week Odyssey Grants program (selected startups get up to 3mo of covered market making, among other perks) All in all, we feel very confident offering 'service samples' The conversion is GREAT and there's no need for us to hold back on commitment. The whole process, step-by-step: - Identify potential clients and their needs. - Analyze their token stats (spread, depth, real volume estimate, etc.). Pitch if relevant, bounce if their markets are strong and healthy. - Establish contact and schedule a call. Offer a trial if relevant. - Develop a customized listing/trading strategy, including setups for both centralized and decentralized exchanges. - After signing the agreement, we assign a dedicated tradeops professional – a trader who ensures healthy markets and handles force majeures. - Conduct thorough technical preparations, such as API integrations, building connectors, other setups, etc. - Confirm and finalize the listing/trading strategies. Set up and share access to a live dashboard, where the client can track all trading metrics 24/7. Afterward, We jump on weekly calls to share updates and reports detailing the progress. Whenever we see interesting/unusual activity on their markets, we take a screenshot and provide context directly in the Telegram chat. We also support their marketing initiatives if they ask. That's only a brief summary. Choose transparency. Choose Enflux.

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"Looks like my team thinks I'm against them." This is a pretty common sentiment among first-line managers. On the other hand, C-level executives sometimes say, "It looks like our managers only care about their teams instead of the company." From our experience at MindsLines, you can't imagine how lonely first-line managers feel. So how do you balance this? Here are a few tips: 1. Communicate transparently: 👉 Ensure open lines of communication between first-line managers, their teams, and upper management. Clear, transparent communication can help align everyone’s goals and expectations. 2. Align team goals with company objectives: 👉 Help managers understand how their team’s goals fit into the broader company strategy. This alignment can foster a sense of unity and shared purpose. 3. Provide adequate support: 👉 Offer training and resources to line managers to equip them with the skills they need to manage their teams effectively while keeping company goals in mind. 4. Foster a collaborative culture: 👉 Encourage collaboration between departments and teams to break down silos and build a more cohesive organizational culture. 5. Recognize and reward balance: 👉 Acknowledge and reward line managers who successfully balance the needs of their teams with the company’s objectives. Create an environment where line managers feel supported and aligned with both their team's and the company's goals. This balance is crucial for fostering a productive, harmonious workplace. --- I'm Marelys García, and at we support human resources departments in implementing development programs for emerging leaders. Contact me to share our free tool to measure the return on investment of your development programs and our Leadership Companion, an AI-based tool to support the leaders of your company in their challenges. #mindslines #emergingleaders

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🚀 Our 'Company Reviews' Feature is NOW LIVE! 🚀 We're thrilled to announce that our 'Company Reviews' feature is now officially available on our platform! 🎉 This feature allows job seekers to gain valuable insights from current and former employees about companies they are interested in. Now you can: ✅ Share your own experiences to help others in their job search. ✅ Read honest reviews about company culture, management, and work-life balance. ✅ Make informed career decisions based on real experiences. We believe that transparency is key to finding the perfect job match, and our 'Company Reviews' feature is designed to empower you with the information you need. Check it out now and start exploring today! 🌟 #JobSearch #CareerGrowth #CompanyReviews #Transparency #JobHunting

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How do you build a profitable revenue factory? Philipp and I hosted 🐶 Jacco van der Kooij on our podcast RevOps Lab to chat about: 1. What is a revenue factory? A revenue factory has 3 goals: 1. Driving (revenue) growth; 2. optimizing operational costs, and 3. improving product quality. 2. What is a GTM motion There are 5 GTM motions - no touch, low touch, mid touch, high touch, dedicated - that all correlate with ACVs. 3. Six essential models to building a scalable, sustainable, and durable recurring revenue engine. - Revenue Model - Data Model - Mathematical Model - Operating Model - Growth Model - GTM Model To learn more about this fantastic approach to running revenue, follow 🐶 Jacco van der Kooij, buy his book Revenue Architecture, and listen to our wonderful episode. Thanks again for joining! PS: Sorry for poor quality -we recorded from RevOps AF in San Diego attending the first RevOps summit from our friend Matthew Volm & his awesome RevOps Co-op crew

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we wrote our (public) company handbook before we hired our first employee. this helped us in a few ways. 1. we figured out what kind of company we wanted to build 2. it made the company look more mature from an outsider’s perspective 3. it was a great advert for potential hires at the very least, define what you value before you start hiring. for us, the handbook helped us understand which types of people would make posthog a success. it’s hard to do that after you’ve hired a dozen people.

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Our strategy at PeakSpan is simple - scaling a growth company successfully should be an iterative, incremental process. The decisions and options you have in front of you at $3M of ARR scale are vastly different than those at $10M and different still from those at $25M and beyond - scale your way into success sensibly, putting your foot on the gas more and more when the data asserts that you’re ready for it and it’s the right thing to do. This video encapsulates our approach in a nutshell - swinging as hard as you can for a statistically unlikely outcome when you’re a young, still very much evolving business, simply isn’t the value maximizing strategy. https://lnkd.in/e96AzU_N

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We're bringing 81 Bubble Workflows down to JUST 2 ACTIONS 🤯. My 1:1 session yesterday was super productive! And I'm offering more I'm offering a discounted pack of 4 coaching sessions for Bubblers. This could be founders going DIY, freelancers, or Bubble developers within teams. Here's why 👇 I'm working with this amazing founder building a very cool app. We're speeding up the app and obliterating WUs and excess Workflows. He's been Bubbling for 3 months and has already built a pretty complex app. This is only possible because we spent a few sessions together, getting under the hood of the app, going over complex functionalities and considering best practices in all of these areas. Follow-up sessions like these really add value because 1. We have established a foundational understanding of the app 2. We can track progress in terms of the suggestions I made / the co-development done in the previous session 3. Successive development builds on top of what was previously set up ___ Need guidance like this? Check out my 1:1 sessions offering via the 'Book an appointment' button on my profile. #nocodedevelopment #nocodelowcode #webdevelopment #uiux #designer #bubble #software #tech #webdesign #webapp #freelancer #founder #saas #startup #nocode #coaching

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Our client wasted €300k on a failed SaaS product. “Our internal dev team doesn’t need help” Ok, but is your SaaS team: 1. Bug fixing vs. developing?  2. Expensive vs. profitable?  3. Frustrated vs. motivated? Signs your dev team isn’t effective (yet): - They are understaffed or lack critical talent. - Your team is underperforming and they leave. - Your backlog is growing and profit is shrinking. One of our client’s dev teams lacked vital SaaS expertise to modernize their product. And they needed modernization fast: outdated UX and tech crippled their business. This led to their product being unused and €300k in product development wasted. Let alone the opportunity cost. Here’s how we helped them: ☑ We audited their situation using our Tech Scan ☑ We created a refactoring plan to resolve the chaos ☑ We spent 2 months on refactoring work on the app ☑ We updated the app to a suitable development state ☑ We did a discovery workshop for a product roadmap ☑ We reserved 30% capacity for less urgent refactoring Things changed quickly for the better: → No more bug-fixing after refactoring. → User issues disappeared fast. → Rapid product releases. Their team was happy, focused, and productive. Users were delighted and added new ideas to their product roadmap. Stakeholders saw the product growing and regained trust to invest more in their product. You see, foundational cracks are not always visible. Pay attention to your team. Listen to them. And take action before you start losing money, team members, and users.

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🚀 “How to find Product Market Fit & use The RVP PlayBook to Scale a SaaS Business” 🎙️💡 If you're involved in the startup ecosystem or considering joining one, this is a must-watch! Richard King shares invaluable advice on hiring for different growth stages, from seed rounds to Series C. My key takeaways? 👉 Learn why it's crucial to hire individuals that match the current growth stage of your startup. From thriving in chaos at the seed stage to fitting into established processes at scale-up levels, every stage requires a different breed of talent. 👉 Richard delves into the glamorous vs. the gritty realities of working in a startup. It's not all about stock options and potential big payouts; it's also about the capacity to handle intense challenges with a small team. 🔗 Don't miss these insights that could redefine how you approach building your team and navigating the startup world! Watch the full video for a deeper dive into ensuring your hires align perfectly with your growth trajectory. 👀 Watch now and let us know how you're ensuring the right fit in your hiring process! Links to the full episode can be found in the comments below 👇 #StartupLife #HiringStrategy #BusinessGrowth #Leadership #BusinessInsights #podleaders

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Best blog I have ever read on Product Market fit from founder or WP Engine ( unicorn ). So much detail and so many extra pieces to dive into. Tactical not philosophical. https://lnkd.in/gtMSd6iH

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Yet another Thursday. Yet another meeting. But hey! I wasn’t complaining. I was actually looking forward to it. Running a B2B SaaS start-up throws a lot of challenges at you but of late, I've been killing it! With a big smile, I was on the way to the meeting when I felt a sudden wave of discomfort coursing through my body. I realized I had unexpectedly started my periods. I excused myself and hurried to the restroom, desperately searching my handbag for my trusty Stayfree blue packet. I found none. Zepto came to the rescue. As I was looking through the options, I came across Nua Pads. I remembered hearing about it from a colleague a few weeks back. When it comes to something like pads as long as it satisfies my basic expectations, I stick to it and don't really experiment too much though I know new sanitary pad companies flood the market often (I have been using Stayfree since high school) But entrepreneurship did teach me a few things. When the situation demands, you pivot. I decided to give Nua pads a try. 10 minutes later, I was pleasantly surprised and ended up being hooked onto Nua. There was something about Nua pads that just hit the right mark. Was it because they were toxin-free and made with 100 % safe ingredients?  Was it because of the handy way each pad comes with its own wrapper that you can use to discard your pad? Definitely, but apart from all this what really sealed the deal for me was - their customizable subscription plans where you could personalize your plan based on your flow and frequency. Attention to your customer’s pain points says a lot about your business. While there are solutions available in the market for every problem, a lot of us fail to realize that the same problem is perceived differently by every customer as the impact that it has on the customer’s end is different. This is where customization of the solution you present for the problem that you address takes the main stage. By customizing your solution, you cater to every customer’s unique needs which, let's face it in today's world, is constantly evolving. In a world where we personalization at scale is a necessity, It's not just about providing a solution; it's about providing the right solution, customized to each customer. What do you think? Drop your thoughts below. #B2BSaaS #StartupLife #Entrepreneurship #CustomerSatisfaction #Customization #Personalization #femalefounder #Ownyourperiod #CustomerCentricity #NuaPads

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SaaSbite (for software companies): Making them pay is NOT key. Making them stay is. The retention of new users who reached the AHA moment is ridiculously higher than those who don't. EVEN after they have paid already. Why? Because they "get" the product. Retention is about the value. And when they get it, they are willing to pay. (This picture is from Innertrends, for great product analytics)

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Over the last 8+ years, I’ve helped grow multiple startups across different verticals - each with completely different performance review systems. Some are political and opaque, and others are * refreshingly * transparent. We’re building Seam to help rewrite the playbook for performance reviews. Here’s a quick breakdown of our strategy: 1) Simplifying performance management Seam does away with the old system in favor of real-time data and transparency. It’s a breath of fresh air for everyone. 2) Removing guessing games With Seam, managers can analyze employee progress (or areas of improvement) in real-time — no more guesswork when evaluating performance. 3) Improving transparency (for everyone) It’s not just managers who benefit. Employees get to see their performance metrics — fostering healthy competition and promoting productivity. Performance management today is broken - we’re building Seam to fix it ⚡ https://lnkd.in/grBNi7ee

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From Junior to Manager in Warp Speed: How to Accelerate Your Growth 10x! Ever feel stuck in the junior role rut? Longing for the responsibilities and impact of a manager but unsure how to bridge the gap quickly? You're not alone. The traditional career path can feel slow, leaving ambitious minds yearning for a faster track. But what if I told you it's possible to reach manager-level capabilities within 2-3 years? Buckle up, because we're about to break the speed limit on your professional development. The secret lies in a potent combination: the right mindset and a goal-oriented execution environment. Let's unpack these ingredients for success: 1. The Right Mindset: Growth Hacking Your Career - Shift from "Doing" to "Learning": Don't just complete tasks, actively seek learning opportunities within each project. Ask questions, analyze the "why" behind decisions, and identify areas to improve processes. - Embrace Challenges: Don't shy away from difficult tasks. View them as stepping stones to mastery. Step outside your comfort zone and volunteer for projects that push you to learn new skills. - Develop a Growth Mindset: Believe that your abilities can be developed through effort and practice. Read industry publications, attend workshops, and actively seek mentors who can guide you. 2. The Execution Engine: Supercharging Your Development - Find the Right Company Culture: Look for an organization that values continuous learning and development. This could involve mentorship programs, internal training initiatives, or even tuition reimbursement for relevant courses. - Seek a Supportive Manager: A great manager becomes your champion. They should provide clear guidance, regular feedback, and opportunities to take ownership of projects. - Become a Goal-Setting Machine: Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) that align with your manager-level aspirations. Track your progress and celebrate every milestone. Remember: This growth journey requires initiative on your part. Don't wait for opportunities to come knocking, actively seek them out. The Takeaway: By adopting the right mindset and aligning yourself with a supportive environment, you can accelerate your learning and reach managerial capabilities in record time. So, ditch the slow lane, embrace a growth mindset, and take charge of your career! P.S. Share your thoughts! Have you experienced rapid career growth? What tips would you add? Let's build a community of high-velocity learners! #hkge #careergrowth #growthmindset #management #leadership

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We have a hybrid work model at MARMIND The standard rule is that people should come to the office 3 days a week out of 5. But there are exceptions from that rule. 👉 We have people on our team who moved abroad. If we hadn’t allowed them to go 100% remote, we wouldn’t have been able to keep them. 👉 We have parents on our team. If we didn’t allow them to work from home, they would lose too much time between school runs and commuting to the office. 👉 We have people on our team who live in rural areas. If we didn’t allow them to work from home, they’d have to spend 1.5 hours in traffic every time they come the office. These are just three examples of why people would want an exception from the rule. The point is: We prefer it if people come to the office. BUT if they’re doing a good job, we won’t force them to come in. Instead, we make sure there are regular team events for people to catch up. Are there disadvantages to our model? Maybe. But the fact that the company has seen massive growth over the past years and that we’ve cut the staff turnover rate from around 30% to almost 0% speaks for itself. ✌️

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We grew to over 150 AutoDS team members without any "advanced tech tools". We've reached a point where we understand that "just Excel" isn't enough to keep growing. Thanks Arielle Greenbaum, for pushing the company to improve our internal HR tech and support AutoDS' growth to new levels. These tools are helping us stay organized with our payments and people, making my life much easier. They save me a lot of time and allow me to get a full overview of the business structure and payments at any moment. What tools do you use for your company's people tech?

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We have been advising B2B SaaS companies on how to leverage community-led growth for over a year now. Those companies are tapping into the power of community to drive serious growth. They're winning trust, loyalty and priceless user insights. Five examples of companies who are killing it: 1. Notion - This workspace app has over 100K members in their buzzing online community. They get users involved in product development, creating a real sense of ownership. 2. Figma - The design platform brings its community together through virtual events, workshops and hackathons. Designers get to connect, upskill and directly shape the tool. 3. Personio - The HR tech firm takes community offline with regular meetups for HR pros to network and share know-how on the future of the industry. 4. Miro - Over 35 million whiteboard wizards make up this online community. Forums, user groups and events help members collaborate and innovate together. 5. Airtable - This spreadsheet-database hybrid harnesses its community's knowledge through forums, templates and integrations created by users themselves. Want to dive deeper into this community-led growth movement? Don't miss "The Power of Community in B2B SaaS" at the Personio office in Amsterdam on May 22nd. We'll have Julia Pilkes (HubSpot), Koen Stam (Personio) and Lorenzo Tiberi (Crono) breaking it down while you network with other community builders from the best sales and marketing teams in tech. Spots are limited: https://lnkd.in/eP8D3ymM

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