Maria Angelidou
speaker
134 appearances
1 recordings
1 series
first heard Oct 2024
last heard Oct 2024
Maria Angelidou’s voice in public audio — every appearance, attributed to the second.
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Appearances
Why not? It's brutal. In Europe, you have the probation thing, right? So this is a new thing I learned. Totally. But there's this thing that's called probation and that's where you decide.
No, it's at-will employment.
Yeah, I know that. But that's because when you pass probation... Long lead time to hire anyone is just so much harder in Europe.
Okay, you know, this is actually one of the things that I had to adjust is that, you know, for every 20, maybe 10, 20, if it's specialized role candidates that you get in the US that are solid, maybe you get one in Europe. And that actually really slows down your hiring. Unless you lower your hiring bar, which you're not going to do.
And so I think that's actually a competitive disadvantage for EU-based companies.
Yeah.
But that doesn't mean you can build an incredible company here. It just takes much more energy.
I think, yeah, I would say that there is a difference. In the States, people feel like their job is a much bigger part of their identity. And I think in Europe it's just less of a phenomenon. And when you feel that your job is important to you personally, I think you put in more effort, more of an owner, let's say, than a renter, to use that terminology.
I actually think it's more kind of like the younger generation across Europe and the US, especially people who maybe this is their first job and they had a job that is like pretty just cushy from the perspective of like, you know, all the benefits they get and they think that's normal and they don't realize that there's actually not normal.
So when I started at Personio, we had, you know, we were just coming out of the pandemic and there wasn't really like an intentional strategy for, you know, location strategy. And so I actually did a lot of research and I talked to a bunch of my peers and public companies and private companies to see like what's working, what's not.
I ended up deciding that we're going to continue to hire remotely. The benefit that you get from that is that you just have access to much better talent and you can hire much faster. The risk, but you can totally mitigate that, I think, is that when people are in person, there's many more opportunities
to spend time together in unstructured way, like socialize and ideas come up, not in a structured way. You also form much stronger relationships on the team. I think as long as you have a way to bring people together regularly, which I do, you create that environment, I think you can mitigate most of the not being in person.
I ask that my teams at the team level get together at least once a quarter.
If you have, you know, we have about 30% remote in product and technology, which is the organization that I run. And when you have such a high percent of remote people, you're actually really, really intentional with meetings. And so we shift to async collaboration as much as we can. And there are all these tools now, right? Like we use Loom, for example, for that.
And you can really minimize and then you have...
Product reviews, I don't think are that much worse because we have a structured process. What you described is more like brainstorming and- Idea generation. Yeah, riffing on each other's ideas. And I think for that, for example, I right now live in Munich and I don't go to the office. It's like, I don't go to the office every day, right?
What I do, regardless if I'm in the office or not, if I have an idea, I will just quickly ping, if it's my direct or someone who reports to them or someone who reports to them. I work with all sort of people on my team. You don't need to only go to your directs. That's really important. And we'll just quickly get on Zoom and we'll talk about that.
As long as you don't make out of it like this whole meeting. So you need to leave a bunch of time on your calendar that is not packed with meetings so that as you go through your creative process, you can quickly grab people and talk to them as part of your day.
uh this is hard well that says it all um i think it's hard because of like the access to thailand that i told you right that's the number one thing that's that's the number one thing the other thing is the process versus uh initiative like i think if you go back to that spectrum that i described like you can get stuff done with initiative or process
and you come to the middle, I think my experience is that the companies in the US tend to be closer on this side towards initiative, and companies in Europe tends to go towards the process. Again, it doesn't mean that you can't have a company that thrives on initiative and has minimum process in Europe. You just have to be much more intentional because it's not the default.
Showing 101–120 of 134 · page 6 of 7
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