Bigger and better are aspirations that most companies hold, but scaling a business is complicated and requires a range of expertise to ensure that the culture and values are sustained as the company grows. In today’s episode, we speak to Anabel Morales, who is in charge of VP talent acquisitions at Worksome. Worksome is a Danish-based company that offers an end-to-end solution for companies to manage their external workforce. Anabel's approach to her role is centered on forming interpersonal relationships, and upholding company culture and values. In this episode, we learn more about Anabel’s role at Worksome, the services that Worksome provides, recruiting in different marketplaces, challenges in the current marketplace, the importance of company values, and much more!
Key Points From This Episode:
- An introduction to today’s show and some background information on Anabel’s career.
- The journey to Anabel’s current role as VP of talent acquisition at Worksome.
- How income tax works for Americans working and living in Denmark.
- We find out about the work that Worksome does and Anabel’s approach to her role.
- Current challenges that Anabel sees as a priority within the recruitment sector.
- Problems that Anabel experienced during the Series A funding round.
- Hiring capacity of Worksome during the early stages of growth.
- The importance of hiring local expertise when working in unique markets.
- The steps that Anabel took to increase capacity at Worksome.
- How Anabel ensured recruitment was quick and effective.
- Motivation behind Anabel’s idea to change to another ATS for data.
- The values that Worksome cultivates and how these benefit them as a hiring brand.
- Why Anabel thinks it is essential for companies to establish a value system.
- The link between company culture and values, and what the culture at Worksome is like.
- How Anabel conveys Worksome’s values and culture to candidates.
- Anabel’s approach to sustaining company values and culture while scaling.
- Why Anabel thinks cultivating psychological safety during the interview process is important.
- Anabel shares some practical examples of how to cultivate psychological safety.
Tweetables:
“My approach was about finding great recruiters in both of those markets that could promote our brand, build relationships and also be cultural ambassadors in those offices.” — Anabel Morales [0:07:08]
“Being a startup, you want to make sure that early on you are able to build a great experience and a good brand in the market, especially for entering new markets.” — Anabel Morales [0:08:22]
“We recognize that the key to scaling successfully, or at least scaling our culture successfully, is going to be to equip our leaders with some tools to really scale this trust, transparency, and inclusion.” — Anabel Morales [0:17:46]
“It’s really not possible to expect people to feel comfortable talking about their mistakes if you don’t have the leadership to support it.” — Anabel Morales [0:21:29]
Links Mentioned in Today’s Episode: