Wishup

I kept hiring for skill. I should've been hiring for grit. Wishup is an operations business. That means a huge chunk of the work is repetitive, process-heavy, and unglamorous. Coordinating VAs. Resolving client escalations. Fixing the same category of problem for the 40th time. I kept hiring sharp, ambitious people and watching them burn out or check out in 8–10 months. I thought it was a culture problem. It wasn't. I was hiring people who were brilliant in sprints. They'd come in fast, make an impact, hit a wall — and when the work stopped feeling like a challenge, they stopped giving it everything. Skill gets you to month 2. Grit gets you to year 2. The fix wasn't to hire less talented people. It was to ask a different question in interviews: "Tell me about a stretch where the work was hard, the results weren't showing, and you stayed anyway. What kept you going?" The people with a REAL answer were the ones who lasted. Because in ops, the job isn't to be brilliant once. It's to show up at full effort on the 100th repetition of the same problem. That's not a skill you can test for in a resume. You have to dig for it. We spent years getting this wrong inside Wishup before we got it right. Now that screening process (the questions, the signals, the red flags) is baked into how we hire ops VAs for other businesses. When founders come to us, they're not just getting a VA. They're getting someone who passed a filter that took us years of expensive mistakes to build. That's our actual product.

We are hiring! Position: Wishup - Head - Marketing (5-16 yrs) Apply now on iimjobs: https://lnkd.in/gsnqF27r #hiring #iimjobs