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[Music] so the team now has a scale team the onboarding process is very incredibly structured first few days though is is totally focused on firstly orientation so that's just them understanding about the culture of the business and the basic values that we we hold the team too and and also like the way that the businesses run and then the next two days are pretty much completely focused on our personas and who we sell to so if you want to educate our new sales people on what the goals the people in our space and our potential prospects are so that that way when we start teaching about the products we can relate it back to the the goals that the prospect has and the pains and challenges of the prospect has as well which is a much better way of training sales people as opposed to what we did when we first first started which is spend a day just talking about the product and then afterwards start talking about the values so yeah we focus most about the start of our onboarding is really focused on the results the most important one is they have a history of overachievement it's very difficult to teach someone how to have a natural drive and a determination to be the absolute best of their craft and so that is an incredibly important to me the second to that is accountability that's then you know you can pick up in in interviews pretty quickly when people are blaming others for perhaps like things that have happened to them in the past the third thing is consistency more difficult to tell and judge within an interview situation because naturally interviews are inconsistently in that nature but really you're looking at you you know we ask a lot of questions again about the their experiences so far then I'd say the final final piece is just work ethic it's just you know like how hard are they willing to work there are definitely a lot of risks to hiring too fast firstly you get it wrong and you hire the wrong people the impact of hiring some the wrong sort of person is much greater than spending an extra week two weeks on that on a hiring process because you know just just in simple terms if it takes us a month to hire an scr and then we bring in the wrong sort of person then generally we're going to be onboarding them working them through their probation that could be up to six months before before we end up we end up realizing it's not a mutual fit so that's six months it's essentially lost versus a month so certainly like we like to try and take our time with that hiring process one of the issues that people find hiring managers find is when they're asked to to grow very quickly the first thing they're thinking is like like I need to fill head count incredibly fast and when you're trying to to fill head counting incredibly fast you can be tempted to lower your standards in terms of that the highest that you make what's way more important as a hiring manager who is at high growth companies to set expectations with your with with your managers or procedure Executives in the organization in terms of how long it's going to take and push back and don't be afraid to push back and say hey look this is gonna you know in order to scale double the size of the team it's going to take twice the length that you're predicting so that way you have that time and it means that you you're not going to make the mistakes you're not going to make hires too fast by dropping standards and regret it later foreign [Music]