Sentences with phrase «people on the company culture»

I also cross referenced it with some glassdoor comments former playster people on the company culture.

Not exact matches

Setting up a company and culture that allows people to do what they do best (Mastery), in the way that they think will bring about the best results (Autonomy) focused on something that is meaningful (Purpose) as part of group aligned in values (Connectedness) is what drives a great and powerful culture.»

New leaders have a limited time to set a company's culture and get people on board with their vision

Dig Deeper: Tips on Building Your Company Culture From a Blue - collar Millionaire How to Create a Company Philosophy: Practice What You Preach The principles in a company's philosophy have to come from, and be true to, the founder or CEO as a Company Culture From a Blue - collar Millionaire How to Create a Company Philosophy: Practice What You Preach The principles in a company's philosophy have to come from, and be true to, the founder or CEO as a Company Philosophy: Practice What You Preach The principles in a company's philosophy have to come from, and be true to, the founder or CEO as a company's philosophy have to come from, and be true to, the founder or CEO as a person.

«It started with this tiny company making pants,» Calhoun says, «but the culture around the brand is what's having the most impact on people, directly and indirectly, and this momentum is building.»

«Great people focused on culture, inspiring company with constant change and innovation keeping you busy and engaged at all times.

The resulting revolving - door culture has made it tempting for government lawyers, law firms, and corporations to take it easy on people who perpetrate boondoggles at major companies.

Bain, and doubtless other firms on the list, realize that recruiting and retaining top talent requires a vibrant, people - first company culture.

And, so far as we've been able to tell, no CEO (or consultant) has the answer to compensation, because of all the variables — the industry, the company culture, the type of salesperson, the customer mix, the role of service and support people, and so on.

Let's assume the following: A) You've written a job description that is concise, intriguing and honest; B) you're doing this all on your own, without the help of an HR person; C) you don't have a standardized system of recruiting and vetting; D) you aren't so obsessed with your company culture that you're looking for the exact right combination of personality, pedigree and the answer «honey badger» to the question «If you could be any animal...?»

«Growing a modern media company, it was important to call on the advice of seasoned people,» said Derek Riedle, founder, CEO and publisher at Civilized, a distinctive industry publication aimed at elevating cannabis culture.

«If your employees are engaged and care about the company and its culture, and feel like they know what's happening», says Fradin, «then they become an advocate for the company — recruiting other people, talking positively about it, writing a review on Glassdoor.

If your company culture is loud, boisterous, and it's not uncommon to hear some swear words out on the floor, a quiet and withdrawn person won't be the right fit.

As long as every team member is on board with the company vision and culture, hiring a mix of people will help your company grow quickly and effectively.

«The right guy for a job like that in a company that's steeped in the popular culture with young audiences, the person who owns that chair should be somebody who is turned on, attracted to and somewhat knowledgeable about the popular culture and what's going on there.»

A jury of high - profile Canadian business leaders selects 10 finalists and one winning company based on the following criteria: innovation, market development, people and culture, strategic leadership, and improvements in financial measures.

Career focused around making investments in good companies and creating businesses built on a culture that prioritizes its people and its customers.

Dev shares some key insights about what makes companies great and how a business culture based on empathy brings the best out in people.

Honestly, this is strictly a company culture issue that we expect experienced people to pick up on, but interns aren't experienced.

Employers view people who make derogatory statements on their social media as a disruption to their company's culture internally and a potential PR nightmare externally.

Our company culture is built on the understanding that we're all whole people, and we want to encourage people to share what's going on in their lives at work — pets, kids, hobbies, travel, food, reading, volunteerism — our team is wonderful at sharing their stories.

'» Asked to paint a picture of the company in 20 years, the executives mentioned such things as «on the cover of Business Week as a model success story... the Fortune most admired top - ten list... the best science and business graduates want to work here... people on airplanes rave about one of our products to seatmates... 20 consecutive years of profitable growth... an entrepreneurial culture that has spawned half a dozen new divisions from within... management gurus use us as an example of excellent management and progressive thinking,» and so on.

Social and environmental responsibility are critical elements of Nutiva's culture and business, as the company is committed to nourishing people by providing the purest quality product and reducing negative impacts on the planet.

H&M sees people power as critical to its success, and is increasingly focused on attracting and nurturing talent through a company culture that stresses empowerment and opportunity.

The better people and corporate culture a company has, the bigger the chance they'll be winners on the balance sheet as well.

While images of travel in Africa are often limited to safaris and camel rides, this company designs itineraries that focus on interacting with the local people and culture through art, music, and cuisine.

Given that Mr Pranger was fired for giving an interview to a gaming podcast and saying a bit about the company culture... well, giving the company's entire next gen plans out to random people on the internet is probably the employment equivalent of signing your own death warrant.

«People will judge by the results,» said Bruno Maquart, CEO of the French Museums Agency, a private company created specifically to work on the Emirates Project, which has been controversial among France's intelligentsia, who have protested that the country is selling its culture for petrodollars.

Based on years of conducting these surveys, the company apparently can determine quite objectively which of three clusters your organization falls into when it comes to culture: a constructive culture (where sharing is high), an aggressive / defensive culture (where people approach tasks in forceful ways to protect their status and security) and a passive / defensive culture (where people interact in ways that will not threaten their own security).

That Apple's first Android app quickly turned into a flame war between smartphone cultures is no surprise — we see enough localized examples of it on our own site — but it speaks to the company's truly singular motivation in its belief that iOS, and the iPhone, is better for most people than Android.

A company culture that focuses on the right person for each job — whether that means hiring from without or promoting from within — will take into consideration candidates» company knowledge, domain experience, abilities and interests, personality traits, salary requirements, and necessary onboarding time.

There was once a time when candidates for a job were assessed simply on whether they were the right person for the job, whether they would fit well into the team and whether they were suited to the company's culture.

In the last six months, you've brought on 20 new people — and now you find yourself frantically scrambling to maintain your high standards of company culture and instill in your new hires the core values you spent so much effort to create.

Some companies will expect you to already have a grasp of this information if they have a focus on their people culture.

The level of transparency your organization enacts should ultimately depend on your company culture and the people who work in it.

While I'm not completely opposed to addressing a cover letter with a «Hi» or «Hello» and the person's name, assuming you've done your homework on the company's culture and believe this type of salutation would be well - received, but «Hey» and «Hiya» are just too informal, no matter how laid - back the company appears to be.

Duties will include: • Using sales, business development, marketing techniques and networking in order to attract business from client companies; • Building relationships with clients; • Developing a good understanding of client companies, their industry, what they do and their work culture and environment; • Advertising vacancies appropriately by drafting and placing adverts in a wide range of media; • Headhunting - identifying and approaching suitable candidates; • Completing a search of the candidate database to find the right person for the employer's vacancy; • Receiving and reviewing applications, managing interviews and short - listing candidates; • Requesting references and checking the suitability of applicants before submitting their details to the employer; • Briefing the candidate about the responsibilities, salary and benefits of the job in question; • Preparing CV's and correspondence to forward to clients in respect of suitable applicants; • Organising interviews for candidates as requested by the client; • Informing candidates about the results of their interviews; • Negotiating pay and salary rates and finalising arrangements between clients and candidates; • Offering advice to both clients and candidates on pay rates, training and career progression; • Reviewing recruitment policies to ensure effectiveness of selection techniques and recruitment programmes.

Recruiters can then research current employees on LinkedIn and get an idea of the type of person who works there and a view into the company culture.

It was clear that he would not fit within our highly open - minded company culture where were meet people from very different walks of life on a daily basis.»

Leading Real Estate Companies of the World ® (LeadingRE) offers the MAESTRO ™ Leadership Certification that is made up of three in - person, interactive workshops that focus on three fundamentals: culture, professional development and financial growth.