As CEO, running a scaled venture’s less stressful than one still in search of market fit: scale affords ability to delegate decision-making to the team because the decisions you focus on are mostly related to setting direction, speed, tone, pitch, depth for the team to run at.
Already accomplished 50% of my 2020 goals. Remaining 50% is the REAL work.
1)Set overall strategy + OKR goals and communicate it.✅
2)Make sure there’s enough cash in the bank.✅
3)Recruit, hire, and retain the very best talent.⌛️
4)Enforce execution against the goals in 1.⏳
1)Set overall strategy + OKR goals and communicate it.✅
2)Make sure there’s enough cash in the bank.✅
3)Recruit, hire, and retain the very best talent.⌛️
4)Enforce execution against the goals in 1.⏳
OKRs have been the best thing that have happened to us @Gloopro. We used it entirely to drive management team process to over-achieve our goals for 2019. This year 2020, we’re cascading it organization-wide and tying our new performance management and reward systems to it.
My talent search personally as CEO is now focused on Level 3 and 2 team members to join our team, while my management team’s talent search focus is on Level 2 and Level 1 talent. We even defined certain aspects of this as one of the KRs for Q1-2020 OKRs. 
If you’re a great talent for the roles we’ve open on our @Gloopro career page gloopro.com/careers.html, pls apply today! One of our Key Results for Q1-2020 is to have hired ALL these defined roles by end of March 2020. (And we now have best-in-class industry compensation package.)
If you’re a head hunter with absolute certainty that you presently have on hand specific people that fit these profiles gloopro.com/careers.html who are also ready to change from their present jobs, please DM me. Let’s talk.
