From Management Consultant to Childcare Entrepreneur (Plus Post-shift Update)

From Management Consultant to Childcare Entrepreneur (Plus Post-shift Update) Success Story > From: Job To: Startup From Management Consultant to Childcare Entrepreneur (Plus Post-shift Update) “I couldn't miss the chanceto fix something I could see wasn't working.” * Newly Updated From Management Consultant to Childcare Entrepreneur (Plus Post-shift Update) Ever come across an opportunity too enticing to turn down? Zarja Cibej loved her job, but the lure of a problem in a crucial market, and the solution she could create to solve it, was simply too appealing to pass by. Here's how she made her shift, and how it's all panning out 18 months on. What work were you doing previously? I was a management consultant for about a decade, working for the Boston Consulting Group (BCG), a leading global consultancy. My clients were mostly in the retail and consumer goods industries, and I worked for some of the largest retailers both in the USA and the UK. My role as a Principal was to advise clients on all aspects of their business â€" from growth options to cost optimisation â€" and improving their internal culture. My work was project based; sometimes projects lasted a few weeks, but more often we stayed with a client for months, sometimes years. On each project I managed a team of very smart consultants, and worked closely with a dedicated client team. It was a fast-paced working environment, with lots of intellectual and implementational challenges. I was never bored, and more importantly, I really loved the job! What are you doing now? I'm the founder and CEO of myTamarin. We are a nanny matchmaker. We match nannies and parents (in a similar way to match.com) based on both objective and also subjective criteria. The personality match, the parenting style compatibility and similar family values are critical for any successful family-nanny relationship, but often this part is neglected. We're fixing that. We're also using AI to enable our matching. We're grounded in psychology and powered by technology. How did you feel in your work before you decided to make the change? I loved my job at BCG. BCG has been on the top of the 'best employer' charts for years, and it's no surprise. The people are smart, dedicated and hard working, but also â€" and most importantly â€" humble and kind. I also loved the intellectual challenge of tackling the problems of Fortune 100 companies. I missed having the ability to impact the course of a company directly, though. As a consultant, you're an advisor, while the company decides which of your recommendations they implement, when, and to what extent. On top of that, the larger companies are very slow to change. I often felt likea swimmer, trying to push a tanker. Why did you change? I'd always wanted to build and run my own business, but never thought I'd have a good enough idea. When I realised how broken the childcare market was after having my own children, I saw an opportunity that I instantly knew was that right idea! And I had strong opinion on how we could improve thingsâ€" for all the parents, their children and the nannies. And so myTamarin was born. When was the moment you decided to make the change? It wasn't a precise moment. It took me about a year â€"duringmy second maternity leave. It was hard to decide to leave because I truly enjoyed my job at BCG. But as someone who can't resist a good challenge, and as a problem-solver by nature, I couldn't miss the chanceto fix something I could see wasn't working. How did you choose your new career? The path chose me! I'd never planned to work in childcare. But when I saw the problems in the market after having my own children, I simply couldn't resist fixing it. Childcare is so incredibly important for society at large. Solid childcare allows women to go back to work after they have children, it enables diversity in the workplace, and it helps close the gender pay gap. It's also important for the mental health of parents and children. Parenting is the only 24/7 job legally allowed to be done without breaks â€" not only for days, but for years! Help with children is not a luxury, it's a necessity. It truly takes a village to raise children. And, with our busy modern lifestyles, we've lost that original village. Hence, at myTamarin, we're helping to build it. Are you happy with the change? Absolutely. Building a business from the ground up is hard work, but it's also incredibly rewarding as we get to positively impact the lives of families and nannies on a daily basis. Building and running your own business, like parenting, is a 24/7 job. It's the hardest, but the best thing I've ever done. What do you miss and what don't you miss? I miss the comfort of a steady income, who wouldn't?! How did you go about making the shift? It was a relatively long process. It took me about a year. After a few months of research, I launched a simple test product and got some traction while I was still at my previous job. That confirmed my initial hypothesis, and made me certain it was time for the change. What didn't go well? What wrong turns did you take? There's a a lot of talk on the market that you always need a co-founder or else you are doomed. So, I tried to work with a few people, but to cut a long story short, it just didn't work out. We didn't share the same vision, ambitions orrisks we were willing to take. I could see that as time wasted, but it was actually a good learning experience. Now I know that I'm faster and much more efficient on my own (though probably also more tired!). How did you handle your finances to make your shift possible? I was able to rely on my savings, and I'm fortunate that my husband supports the business fully. In fact, he's both the chief angel investor and the chief strategist. He too understands the challenges of childcare in and out. What was the most difficult thing about changing? Leaving behind a very successful career (into which I'd invested more than a decade of my life) wasn't easy. I was good at it, and in that way it was a very comfortable place to be. What help did you get? It was actually my then employer (BCG) that helped me the most. BCG are very supportive of their people. I was offered coaching sessions through various internal programmes, and they helped me discover my true passions, ambitions and goals. After about a year of this process of discovery, I knew it was time to leave. What resources would you recommend to others? Talk to the people that know you well. They will spot your eyes sparkling when talk about your true passions. What have you learnt in the process? As much as it is a cliché, trust your gut. And also, the only way to learn, grow, and move forward is to try. (And fail.) What would you advise others to do in the same situation? Life is not long. The only right time to follow your dreams is now. We caught up with Zarja recently to see how her shift was working out, a few years on. Here's what she's been up to, and the biggest lessons she's learned. What's changed for you in your career since we first published your story? The quick answer is: a lot! We're proud to have got into the Techstars London programme (as one of ten companies chosen out of 1250 applicants). We've spent a crazy three months working with Techstars and their mentors who have provided a wealth of advice and support. It's been an amazing opportunity and experience that we'll be able to draw upon for a long time and as our business grows. The last three months has seen us evolve into the parentcare champion. We talk a lot about childcare, and rightly so, but in the process we forget about parents. That's why â€" although we started out with childcare â€" we have new things in the pipeline that will make life simpler for parents and help them be the best they can be. We're also investing in our nannies. So, watch this space! How do you feel about your work now? I love what I'm doing. Building myTamarin is hard work, but it's also incredibly rewarding as we get to positively impact the lives of parents and nannies daily. I'm still working 24/7 and wish I could clone myself at times. But I've started to build out the team and that's exciting. I can't do this on my own, and it's the team that's going to make the business a success. We're still a small team, but we are quick and nimble. I love that we can test hypotheses and change direction fast. As a consultant at BCG, I was an advisor, but the company ultimately decided which of my recommendations to implement. At myTamarin, we're totally in charge of our own destiny. What challenges have you come up against since making your shift? Building and growing a team in a start-up is much harder than in an environment like BCG â€" an established brand, with top of the market salaries and a well-oiled recruitment machine. To get people on board in a start-up environment (on much lower salaries) they need to buy into the vision and into me, the founder. So, I'm constantly selling â€" to investors, to employees and of course, to customers. How is the financial side of things panning out, and is this what you'd expected? It's going really well. We've been making money since day one, so combined with the Innovate UK grant we could bootstrap for the first 18 months. As we prepare to scale up, we've recently raised our first round of investment, with UK- and US-based angels. And we'll soon be raising again to invest in our exciting initiatives around parentcare. What have you learned, since making your shift? Building a start-up is like parenting: it's the most rewarding job you ever do, but it's also the hardest job. And what's more, it's 24/7! You need to be(come) very comfortable with failure, disappointment and imperfection. Because it's only through these that you can learn and improve. So, aim to fail frequently and quickly, or you won't be learning fast enough. This should apply to any business, but the customer really is king. You need to know your customers intimately and constantly strive to exceed their needs and expectations. Is there anything else you'd like to share? Some people mistake a start-up for a small business. It's a big mistake. Small businesses are comfortable â€" start-ups are not. And if they are, they're falling behind. Small businesses are stable and predictable â€" start-ups are exciting and often on a roller coaster. The biggest difference is the ambition and the force behind it â€" in a start-up you can feel that ambition literally driving you and the business forward. To find out more about Zarja's business, visit www.mytamarin.com. What lessons could you take from Zarja's story to use in your own career change? Let us know in the comments below.

How to Get a Date With My Resu

How to Get a Date With My ResuIn our lives, we usually get a lot of invitations to lunch or meet with friends. This happens because we have most likely been invited by someone close to us. In fact, the key to getting them to invite you is making your Resu's mind up. But, how do you get there?Example-Your Resu says that she will call you later. All you can think about is just running out to her office to get that phone number. You make that appointment and you pay the toll. Once the doorbell rings, you grab the phone and throw it on the counter.In your case, you just made your Resu's mind up. Now, what? You just need to catch the date and ask her out on a date. This requires that you do a little more work than that. There are things that you need to know so that you can get her to take you up on the date.The first thing you need to know when it comes to getting a date is that your Resu will probably not be the only one who will see you. She will be your guest of honor for dinner or ma ybe a reception and everyone else at the party will notice you too. You want to use this as an opportunity to make your Resu's mind up. You want to talk about being out of town so she doesn't have to miss you. You can have a great time doing this and you won't be wasting your time calling her back.Next, you need to feel good about yourself. Your Resu is going to notice this. You can really make a difference in her heart and mind, if you can let her know that you are a good person who makes others happy. Make it about you. She will feel better about you will make her feel better about herself.Lastly, you need to stay cool. You can't let the clock run out on you when you are trying to turn a date around. It is very important that you don't burn bridges. You don't want to try to turn your date around after dinner if you haven't had a chance to get to know each other yet.Hopefully, the above tips will help you get your date and have a great party. Keep in mind that you should plan ahead because if you wait until the last minute you will be in the position of being the date. That will leave a bad taste in your date's mouth!Enjoy planning your next outing! Remember that when you are out there, it is best to keep your Resu's mind open and her heart moving with you so that you can make it happen.

The Holy Grail of Workplace Motivation - Personal Branding Blog - Stand Out In Your Career

The Holy Grail of Workplace Motivation - Personal Branding Blog - Stand Out In Your Career Human motivation is complex. Motivating humans in the workplace seems be a question business owners continue to struggle with. I’ve also have found two key factors that motivate consistently across all generations in the workplace: autonomy and transparency. Autonomy Human beings are autonomous creatures. We all want to have autonomy over how we live, work and play. Yet, from the time of the industrial revolution work has been very structured, set up with lots of guidelines and time schedules. This approach creates a workforce that is compliant with requirements, but shows little commitment to helping their companies achieve results beyond doing what is required. (The importance of autonomy in the workplace was powerfully articulated in Daniel Pink’s 2010 book Drive: The Surprising Truth About What Motivates Us.) What if a work environment gave employees more autonomy? How would this work? How could this work? Very simply, systems are created that allow employees autonomy over the following criteria: What they do How they do it When they do it Where they do it With whom they do it This management approach takes more creativity to identify the right people to bring on as employees, as well as more clearly defining the results employees are required to achieve and contribute. It also requires significantly more diligence in holding people accountable to achieving the results their role requires. But, it works. An entire philosophy is beginning to emerge called Results Only Work Environments or ROWEs. Two former human resource executives at Best Buy, Cali Ressler and Jodi Thompson, started this movement that is based on the concept of 100% autonomy over how people do their jobs. I’ve applied this strategy with a number of clients and it works to create a more motivated, committed workforce. It works because it treats employees like the adult, autonomous human beings they are. Transparency For small business owners transparency may be more frightening than autonomy. Transparency is difficult for small business owners because it is opening them up to scrutiny they don’t feel their employees are entitled to. There is absolutely some validity to that belief. But, that belief needs to be balanced with the desire to get the most and best from their employees. And, if the latter is desired transparency can create it. Transparency breeds significantly higher levels of motivation and commitment because it speaks directly to the level of trust in the workplace. Research has shown that higher levels of trust can be directly related to higher levels of financial performance. Offering transparency shows an employee a direct correlation between their role and the company’s bottom line performance. It allows employees to understand the correlation between their compensation and the results the company achieves. The biggest proponent of transparency in the workplace is a company called The Great Game of Business, which offers strategies on open book management. I’ve applied some of their philosophies with my clients in conjunction with higher levels of autonomy and it’s a powerful combination. Business owners that embrace more autonomy and transparency in their workforce will be able to attract, and most importantly retain, the best of the best talent. And, in an environment where talent is beginning to get scarce, this approach can offer a huge return on investment in this competitive 21st century marketplace. Do you have the courage to give it a try?

How Social Media Can Shake Up Your Recruitment Strategy

How Social Media Can Shake Up Your Recruitment Strategy Recruitment has been transformed by the digital revolution. In the war for top talent, innovative new techniques have shaken up strategies across the world. Social media is one, a reactive platform that connects your business with a new generation of talent. Here’s how to make it work for your business. Takeaways Reach Millennials and Generation Z with engaging job ads Save time and money Futureproof your hiring strategy Get ahead of the competition Reach a new generation of talent Millennials and Generation Z use social media a lotâ€"this has been fairly well documented. Before any candidate applies for one of your roles, they’ll likely have looked at your social accounts. So you should aim to keep them updated regularly, not just with fresh content but any changes for your business details. Have well-formatted header images and display that you’ve put the effort into making your accounts look good. This has the power to impress new staff. Build a positive brand image The bland corporate image of decades past has been ditched in favor of upbeat professionalism. There are more brands than ever before that have embraced personality and it comes across in their website designs and social accounts. Use your social media accounts to showcase personality and commitment. The more positive you look, the more desirable a business you’ll be to work for. If you’re a small business with a limited budget, try out TalentLyft to help you set up your first campaign. Screen candidates It’s commonplace for businesses to check candidate’s social media profiles. It offers an insight into their personality traits, including any negative ones. With interviews remaining formal experiences, and candidates typically unwilling to reveal too much about themselves, it can be a helpful insight into their personality. This can be all important for fitting into your business culture. Maximize your reach Simply put, you want to pursue every available avenue available to your business when you’re hiring. The more platforms you’re usingâ€"whether it’s traditional job sites or the discussed social media platformsâ€"the more chance you have of finding a wide range of talent. This does mean you’ll get more applications, which can increase the number of unsuitable candidates, but it may also unearth your ideal future employee. Screen your candidates Use this method cautiously, so that you don’t lapse into discrimination. But social media does offer insights into a candidate’s personality traits. Jumping to conclusions or stereotyping should be avoided, but you’ll at least be able to find out a little something about what makes a candidate tick. Do they match your business culture? It’s worth consideration if it’s potentially going to be a poor match. Try out live recruitment It’s possible to live recruit with some social platforms. After a few message exchanges over Twitter, for example, there’s nothing stopping you from starting a live video chat with a candidate. You can do this with anyone anywhere across the world. This is the real-time, hands-on nature of social media. It’s a reactive recruitment tool. In the space of a few minutes, you might find a potential employee and be interviewing themâ€"take such opportunities as they present themselves. Get cost-effective The convenience of social media is well documentedâ€"you can have a profile set up in no time. It costs nothing to post your vacancies. Even promoted posts don’t have to cost much to reach thousands of candidates. This will tick many boxes for some, especially small businesses on tight budgets. Get a chatbot Artificial Intelligence has advanced to a point where chatbots are not prevalent in many industries. These automated bots can interact with candidates and send them further into your recruitment process. That can save a lot of time and money. Have a read of HR software projects that streamline day-to-day activities for clients. And finally… provide feedback You don’t have to use social media to do this, but do be aware younger generations expect feedback. If you don’t provide it, they can spread negativity quite easily on social media. They can also turn to emerging job sites such as Glassdoor to leave you with bad reviews. Put the effort in to avoid any long-term damage. About the author: Alistair Brown is the chief technical officer of BrightHR in Manchester city center. He’s responsible for overseeing innovative HR software projects that streamline day-to-day activities for clients.

How to Write a Technical Resume

How to Write a Technical ResumeWriting a technical resume is not a difficult task but it can be hard to know where to start. There are many different types of this resume format that will help your employer to find you quickly when they are seeking for the services of your skill set. Being able to write this type of resume will enable you to be discovered much quicker than the average.Technical resumes are tailored to suit specific positions and jobs. By knowing how to write a resume in this format, you will be able to create a strong resume that stands out from the rest. Since it will be more targeted, employers will be able to see your skills in their jobs and your specific abilities. This will provide them with a better idea as to what they will be getting when they hire you.This is a type of resume that will be used as opposed to an ordinary resume. When you first begin to work on this type of resume, it is very important that you understand its general format. You will want to u se words that are easy to read and easy to type as well. Writing a technical resume is about creating a detailed outline that will aid in creating a resume that is short and sweet.The best thing that you can do when you begin to create a technical resume is to start with your skills. When you are writing this type of resume, you will want to include what you have learned in your positions or jobs. This will be very important as this will highlight your unique traits and abilities. Most employers are looking for specific skills that will help them solve a problem.The next thing that you will want to do when you are looking at a technical resume is to focus on the skills that you can provide for an employer. It is important that you come up with skills that will help you make the employer's life easier by making it more efficient. By having a strong technical resume, you will be able to prove that you are very much worth the time that you are spending on this type of job search.Having a great writing style and being able to type faster than others will help you tremendously when you are creating a technical resume. Most people only need to type a few words when they are trying to write a technical resume but when you have a more formal writing style, you will want to ensure that your resume stands out. Just being able to write a few words and being able to read quickly, are all you need to achieve this.The most important thing to remember when you are trying to learn how to write a technical resume is to keep it simple and to the point. This will allow you to stick to the guidelines of writing a technical resume without too many problems. The reason that you are doing this is so that you can be more easily spotted by the employer.To be able to write a technical resume, you will need to have a clear outline to guide you through the process. Start with your skills and abilities and then list the skills that you will be able to offer an employer. From there, you ca n be sure that your writing style will be unique and your resume will stand out.

Strategies to Ensure Your Customers Trust Your Brand

Strategies to Ensure Your Customers Trust Your Brand People will not buy from you if they do not trust your brand, so you need to be able to build that trust as soon as possible if you want your business to be a success. Be Available Customers like to interact with people they are considering buying from. Always answer their questions honestly, but with a positive attitude as that will help to build their trust. Even if they are complaining, put a positive slant on your reply because you need to remember that if the complaint is made on social media, thousands of other people could see it. Make Sure Your Equipment Does Not Let You Down Nothing looks worse than if your systems fail. If people cannot access your website or get in touch with you because of system problems, they will very quickly move on elsewhere. Have your equipment serviced regularly, and consider things like calibration to avoid this happening. Temperature and humidity are important factors where computers and other electrical equipment is concerned. Calibration and maintenance services for temperature and humidity control could save you a lot of hassle. Make Sure Your Product Is Reliable Make sure that your product does what it says on the box. If it is unreliable you will soon get people returning it to you and then the refunds you have to give out could exceed the sales. Rigorous testing is the way to make sure this is the case, and if it fails those tests you should not put in on the open market. Be Consistent If you are consistent with your messages, potential and existing customers will trust you more than if you change your mind every week. Your design and logo will become known and trusted, the way you communicate with your target audience and your brands overall tone will become your business, trusted and believed in. Don’t Overcharge Your clients will expect you to give them value for their money and if they have any inkling that you may be overcharging them, you will soon lose their trust. Of course, you are in business to make money, but if you want to be still trading in the long-term you need to be fair with your customers.If you have an exclusive product they need, they may still buy from you but you will have lost their trust and if ever it becomes for sales elsewhere, they will move on. Building Trust Gaining the trust of your customers will; not happen overnight. It takes time and you have to earn it, you are not given it for free. It comes when they know they can rely on you to be honest with them, to help them if you can. Show your customers that you are committed to good quality products and excellent customer service, and the trust will slowly build. Once you have won their trust, it does not take much to lose iota gin, so you will need to always maintain those high standards if you want your customers to continue to trust you.

How much time should I spend on my job search - Sterling Career Concepts

How much time should I spend on my job search How much time should I spend on my job search? Spend Time on Your Job Search.. You’ve probably heard it said that looking for a job is a job in itself. That’s partially true. Yes, some people will hear about an opportunity from a friend and get hired (sometimes without even applying), but for the vast majority of jobseekers, you’ll have to invest time in getting your résumé prepared, applying for positions, following up, and more. ...But Don’t Spend Too Much Time on Your Job Search. On the other hand, it is possible to spend too much time on your job search. It’s easy to get wrapped up in your job search and, the next thing you know, it’s 1 a.m. Remember, one of the best ways to find your next job is talking to people you know. With that in mind, give yourself permission to “stop working” on your job search and hang out with your friends. (And maybe make some new friends while you’re at it!)