We've tried to hire junior we've tried intenship programmes. Every person on the team hase to be a contributor, you know, in their function. We love to get to assize one day wher we can provide that thy training support but we're just not a large onof organization yet gong to do that. Yes, it makes sense. And you know, you guys have been remote for 13 years, so it's validating t to also hear you say that. I am curious about one more thing on on remote culture. How do you think about your syncrenes versus your a sincrenous interactions? I'm curious how you approach that andn how
https://fellow.app/supermanagers/zack-onisko-dribbble-lessons-from-a-bootstrapped-startup-team-building-divergent-thinking-tiger-metrics/
Trust your team to take things off your plate.
How do you do that?
By delegation, sharing your legos, and avoid being a bottleneck.
Zack Onisko is the CEO of Dribbble, a community where designers share, grow, & get hired.
On episode 108, Zack talks about his transition from individual contributor to management and how to determine what to delegate.
Zack also shared his insights on the culture at Dribbble and his strategy for hiring senior experts.
Lastly, Zack shares his strategy for using tiger metrics, separating emotion from design, and divergent thinking.
Tune in to hear all about Zack’s leadership journey and the lessons learned along the way!