Eliott has been asked this tricky question recently during an open session with the whole company : "Are we going to hire new C-level in 2025 ?"
He thinks this hides two very distinct questions and here are his replies to both.
1️⃣ 𝗔𝗿𝗲 𝘄𝗲 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗻𝗲𝘄 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 / 𝘁𝗲𝗮𝗺 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿 ?
As we continue to scale, our focus remains on building an efficient and well-structured team organization. Growth brings exciting opportunities, but also challenges in maintaining our collaborative culture and ensuring everyone feels connected to our mission.
We believe in the power of a relatively flat organization, where communication flows freely and decisions can be made quickly. This structure encourages ownership and helps maintain high efficiency.
However, we're mindful of the delicate balance - each team leader should have a manageable number of direct reports to ensure quality interactions, meaningful 1:1s, and effective goal-setting.
Looking ahead, we anticipate the need for additional team leaders as Stockly keeps expanding. These positions may be filled through internal promotions, recognizing and nurturing talent within our ranks.
We strongly believe in providing growth opportunities for our team members who have demonstrated leadership potential and deep understanding of our culture. In cases where specific expertise or new perspectives are needed, we also consider external candidates who align with our values and can bring complementary skills to strengthen our teams.
🤔 But their a second question hidden here...
2️⃣ 𝗔𝗿𝗲 𝘄𝗲 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝗱𝗶𝘀𝘁𝗿𝗶𝗯𝘂𝘁𝗲 𝗻𝗲𝘄 𝗳𝗮𝗻𝗰𝘆 𝗷𝗼𝗯 𝘁𝗶𝘁𝗹𝗲𝘀 𝗶𝗻𝘁𝗲𝗿𝗻𝗮𝗹𝗹𝘆?
Here is how I see this: instead of following the trend of inflated "C-suite" titles that has become prevalent in the startup world, we're committed to using straightforward, meaningful job descriptions.
We do our best to be authentic and humble, and we must maintain such culture, where impact matters more than titles.
We believe this philosophy creates an environment where each of us focuses on their contributions rather than their position in the hierarchy or the fanciness of their title.Everyone can speak freely and debate on all internal topics, and having no fancy job title reminds us that each voice counts and must be heard.
We believe that by staying true to these principles, we're building a sustainable, genuine, and effective organization that can achieve remarkable things while keeping our core values intact.