2022年12月7日

“我试图把我们公司的使命找到合适的职业为全世界所有的人我如何建立我的团队,“客户成功弗朗西斯Taplett副总裁说。普通美国人一生中有12个工作。一些就业的变化来自主要职业,尤其是近年来变化。根据职业洞察力网站Zippia,超过一半的美国工人考虑改变职业生涯在2020年。事实上,一些来源——包括福布斯和CNBC——表明,所谓伟大的辞职是一个伟大的改组,有才能的人利用这个机会完全改变你的职业。这个调整的最终结果是,聪明,有创造力的人正试图进入新的产业从非传统的地方。开放的公司领导可以利用这种趋势,弗朗西斯Taplett,副总裁的客户体验数据驱动的就业平台8倍的人工智能,就这么做了。雷竞技推荐码怎么获得“我们最近雇佣的人跑自己的瑜伽事业,“Taplett说。“不是客户成功的最清晰的通道,但她已经突出。她有分析思考和以客户为中心的心态是成功的关键在这个角色。” Hiring that yoga instructor was far from a stretch — other members of Taplett’s team include former teachers and consultants. Eightfold reflects its mission of finding the right career for everyone in the world by hiring those who have skills and potential, rather than looking for specific backgrounds. In her conversation Built In, Taplett spoke more about the characteristics Eightfold looks for when hiring, along with the training and resources available for new hires and beyond to help them succeed in what could be a brand new career. Describe the current makeup of your team in terms of professional or educational experience. What kind of unique experiences are represented there? At Eightfold, we believe in skills. I try to take our company mission of finding the right career for everyone in the world to how I build my team. The current customer success team includes former teachers, consultants and practitioners like TA leaders, along with those who have long-standing experience in customer success. Beyond the work experience, we have looked to build a team that is reflective of the countries we operate in — with a breadth of gender, race, ethnicity, sexual orientation, age and other pieces of our lived experiences. In your experience, what are the steepest learning curves for new hires who come from outside your industry? I think the steepness of the learning curve is more about the person’s mindset, and less about the industry the person comes from. We do a case interview where we ask finalists to present and think about how they would work with a customer. This is eye-opening in terms of allowing us to see how a person thinks, their comfort with ambiguity and their ability to see around the corner. I think the steepness of the learning curve is more about the person’s mindset, and less about the industry the person comes from.” How does your company onboard and support new hires who come from outside your industry? I am lucky that we have extensive organization-wide training, but we’ve also invested in upskilling our own team. In particular, I’ve asked one of the most senior folks on my team to put a significant share of his time into upskilling new hires and recruits. He is a former TA leader and has spent several years in CS so he does regular office hours, training and objection-handling sessions, and he is an available mentor and thought partner. In addition, each new hire is added to a smaller team where they can spend a period of time shadowing existing team members and learning the trade. We have found that apprenticeship is the best and most effective way to train our new team members. Lastly, we provide ongoing training — onboarding is the first step, but the learning journey needs to be continuous.