Last Tuesday, October 5, South Summit 2021 began in Madrid and has lasted until yesterday, Thursday, October 7. The project has left us with many interesting presentations. For example, how to build high-performance teams and win the war for talent. 

During these 3 days, multiple panels have filled the rooms of La Nave with entrepreneurs from all backgrounds. However, they all share a common goal, the pursuit of success in their respective businesses.

Many of the presentations are very interesting and bring a very high value to the entrepreneurial community. At Discoverfy, we wanted to focus on one in particular: How to Build High-Performance Teams & Win the War for Talent.

Let’s analyze it!

South Summit 2021: How to Build High-Performance Teams & Win the War for Talent
South Summit 2021: How to Build High-Performance Teams & Win the War for Talent

How to Build High-Performance Teams & Win the War for Talent

Oriol Juncosa, Managing Partner and Co-Founder of Encomenda VC, was the moderator of this panel. The other guest panelists were Felipe Navío, Co-Founder and Co-CEO of Jobandtalent; Enrique Linares, Co-Founder and CEO of Letgo; Borja Aranguren, Co-Founder and CEO of Cobee; and Lucile Cornet, Partner of Eight Roads.

The truth is that we could write a book about all the excellent contributions that each of these leaders offered on Wednesday. However, we will briefly summarize some of the most interesting ideas that they talk about during the 30-minute panel. 

Oriol Juncosa does a phenomenal job of connecting the main topic, the hiring process, with the other topics of conversation, the firing process, or how to convince your best employees not to leave. Meanwhile, he explains the situation from a very relatable point of view to empathize with the audience. A clear example of the importance of Storytelling in our lives.

Throughout the panel, among many aspects, there is one that is repeated several times by all participants, culture. It’s important that the culture of entrepreneurship fits in with the culture of the company.

Felipe Navío of Jobandtalent

Jobandtalent logo

Felipe Navío explains the mistakes they made at the beginning when hiring people because he ignored the concept of culture. For him, it was a somewhat ambiguous concept. Later, this concept began to make sense in Jobandtalent’s hiring processes. He made a soccer reflection that perfectly described the importance of culture in recruitment. 

Guardiola, Zidane, and Mourinho look for different players. Each coach builds a team in relation to the values that help their respective projects –Navío said. Hiring a superstar like Ibrahimovic may not work for Guardiola because he may need another player who shares his values –he added later. 

Enrique Linares of Letgo

Letgo logo

Enrique Linares uses the superstar concept to link it to the mistakes you should avoid when hiring someone. He says that in a startup you need people who get down to work. Sometimes, hiring a superstar doesn’t align with this value because of a lack of willingness to do the work required of a startup.

Likewise, Linares introduces the second most common mistake when it comes to hiring someone. In his opinion, the speed of the selection process is an important concept to take into consideration. He criticizes that doing it too quickly means not having the necessary dedication to check that the culture is a good fit. 

Linares also stresses the importance of the CEO being involved in the process from minute one. He adds that the entire team must be involved at all times. But also, that any employee has the right to veto any candidate. He clearly stipulates that if a member wants to veto someone, they need a specific reason for doing so.

He also states that they have an employee specifically assigned to check that the candidate’s culture fits with the company’s values. 

Borja Aranguren of Cobee

Cobee logo

Taking advantage of this last point, Borja Aranguren makes a very interesting point about the number of employees in the company. He states that the first 10 to 50 employees are the ones who make up the culture of your company. So culture has a much more important weight in the selection processes of companies with 10 to 50 employees than in companies with 50 to 100. 

In the same way, Aranguren talks about the value of properly defining the company’s future project. Building a mission, vision and values are fundamental to attracting top talent.

Lucile Cornet of Eight Roads

Lucile Cornet introduces the idea of incorporating international employees into a team from the beginning. The reason is that moving from a completely national team to an international one can bring more complications.

Eight Roads logo

Finally, it’s important to emphasize that making a good selection of staff that aligns with your company’s values will inspire other employees. That will also raise the overall value of the team. At the same time, having highly talented teams that feed each other have many advantages. For example, it will allow new candidates to prefer to work in your company rather than in your competitor’s. 

How do we do it at Discoverfy?

Lately, at Discoverfy we have started to follow many of the methodologies mentioned in this panel. That’s why we have been building a team where each member fits perfectly with the values of the company.

Since the beginning, we at Discoverfy have had an international team. Juliana Roseiro, our UX/UI Design from Brazil, and Martin Colombo, our Head Developer from Argentina, mix with our national employees.

In addition, we put a lot of emphasis on getting to know the values of the candidates to check that they fit correctly with the company’s culture. As we are currently in this phase of between 10 and 50 employees, we are aware that culture is perhaps the key value when it comes to hiring. 

Likewise, we are not looking for superstars for our team, but people who go to the extra mile for the project. At the end of the day, working in a startup means covering a lot of ground and you have to roll up your sleeves and get things done. 

Also, we have the whole team involved in the selection process. Normally, we call the candidate to our offices so that they can get to know all of us and we can get to know them. Then, apart from the general interview with our CEO, Alejandro Ribó, the candidate talks for 5 minutes individually with the other members of the team. In the end, everyone has a much clearer view of whether the candidate is a good choice or if he should be discarded immediately. 

This is it for today’s post. We hope you liked the How to Build High-Performance Teams and Win the War for Talent panel. But also, that it has provided you with a lot of value and that it will help you in your future selection processes. 

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