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Lead VIP Host: The Whale Who Loved Me · Roast the Post Podcast

0:09
SPEAKER_00: Okay.
0:10
SPEAKER_00: It's my turn this week.
0:12
SPEAKER_01: It is your turn.
0:13
SPEAKER_01: I am so excited because you've been away at a
0:15
SPEAKER_01: conference, so we haven't talked for a little while.
0:18
SPEAKER_01: And we're back, and it's time for another episode.
0:22
SPEAKER_00: I have been a busy business person, and it's not letting up anytime soon.
0:27
SPEAKER_00: Lots of travel for work and everything, but it's been great—a
0:31
SPEAKER_00: privilege to be able to do that.
0:33
SPEAKER_00: You were wearing your business
0:37
SPEAKER_01: blazer today.
0:37
SPEAKER_00: I'm wearing my business blazer.
0:41
SPEAKER_01: Per the us, I'm a bum in my Hawaiian shirt.
0:45
SPEAKER_00: Well, you can't see my slippers, my jogging pants, and this is just
0:48
SPEAKER_00: really a ratty tank top underneath.
0:49
SPEAKER_00: So, we do what we can.
0:53
SPEAKER_00: but this is what it's like working from home.
0:56
SPEAKER_00: I was once... this is at a previous company...
0:59
SPEAKER_00: I was in a meeting
1:00
SPEAKER_00: with someone, my manager at the time, and she was like,
1:04
SPEAKER_00: "I love your shirt."
1:05
SPEAKER_00: I'm like, "Thanks."
1:07
SPEAKER_00: And she said, "Can you stand up so I can see the hem of the shirt?"
1:11
SPEAKER_00: I was like, I absolutely cannot stand up right now because there's
1:17
SPEAKER_00: nothing else happening.
1:17
SPEAKER_00: So, working from home is great.
1:23
SPEAKER_00: Okay.
1:24
SPEAKER_00: This episode is me hosting...
1:27
SPEAKER_00: So, Paul has not seen this ahead of time.
1:32
SPEAKER_00: Has not.
1:32
SPEAKER_00: I have not shared the link with him.
1:35
SPEAKER_00: Let's go over a little bit about why I chose this.
1:39
And we've talked about this before,
1:40
Paul,
1:40
but like,
1:41
our LinkedIn algorithm
1:44
SPEAKER_00: has no idea what's happening with us because
1:48
SPEAKER_00: we say we do something for a living, and yet we keep clicking on job ads
1:53
SPEAKER_00: or searching for things that have nothing to do with our jobs.
1:56
SPEAKER_00: And so we get sent some pretty wild things in our feed.
2:03
SPEAKER_00: This one showed up for me, and I was like... what does this even
2:06
SPEAKER_00: mean?
2:06
SPEAKER_00: So I clicked it, and went down a major rabbithole,
2:10
SPEAKER_00: learned so much about this industry...
2:13
SPEAKER_00: I feel like you're
2:14
SPEAKER_00: gonna know a lot about it too... and I'm really excited
2:19
SPEAKER_00: to talk about it.
2:21
SPEAKER_00: So, let's do the Roasty Profile for this... so pumped...
2:25
SPEAKER_00: The job title is Lead VIP Host.
2:31
SPEAKER_00: Report-to title is unknown.
2:31
SPEAKER_00: Company size: 2 to 10 employees.
2:36
SPEAKER_00: The industry is entertainment providers.
2:40
SPEAKER_00: What they do: We are on a mission to redefine the skill games category,
2:45
SPEAKER_00: merging the best from casual play into real money adventures
2:49
SPEAKER_00: to entertain players for decades—aka, a monetized gaming platform
2:56
SPEAKER_00: with a VIP revenue model.
2:58
SPEAKER_00: The head office location is
3:00
SPEAKER_00: Jerusalem, Israel.
3:02
SPEAKER_00: The job location is global.
3:06
SPEAKER_00: The geographical operating area is global.
3:08
SPEAKER_00: And the job
3:10
SPEAKER_00: type is full-time, remote.
3:12
SPEAKER_01: Got it?
3:13
SPEAKER_01: Yeah.
3:14
SPEAKER_01: Interesting.
3:17
SPEAKER_00: I had to add that bit—the "aka monetized gaming platform
3:21
SPEAKER_00: with a VIP revenue model" because I was—and this happens quite
3:24
SPEAKER_00: frequently—where I'm like, "But what does that mean?
3:26
SPEAKER_00: What do you do?"
3:30
SPEAKER_00: I need an elevator pitch that's really clear.
3:33
SPEAKER_00: Otherwise, these run-on sentences trying to explain what a company
3:36
SPEAKER_00: does don't work for me.
3:38
SPEAKER_00: I'm like, okay, but how
3:39
SPEAKER_00: would I explain this to my mother?
3:41
SPEAKER_00: And so, even then, I think
3:44
SPEAKER_00: she still wouldn't understand.
3:45
SPEAKER_00: But that's what it is:
3:48
SPEAKER_00: a monetized gaming platform with a VIP revenue model.
3:51
SPEAKER_00: So, listeners out there might right away get, "I know what that is."
3:56
SPEAKER_00: And that's what helped me to understand it.
4:00
SPEAKER_00: But let's get into the job posting.
4:01
SPEAKER_00: I'm not going to pull out any
4:03
SPEAKER_00: highlights, because it's quite short.
4:05
SPEAKER_00: So I think that we would
4:07
SPEAKER_00: be losing something by doing that.
4:08
SPEAKER_00: So.
4:11
SPEAKER_00: Okay.
4:11
SPEAKER_00: About the job, the company—
4:13
SPEAKER_00: we're not going to name and shame— so I'm just going to call it:
4:15
SPEAKER_00: The company creates games where players compete and earn.
4:19
SPEAKER_00: A model where a large portion of our players are actively earning
4:22
SPEAKER_00: through gameplay.
4:23
SPEAKER_00: Our VIP players are at the centre of this ecosystem.
4:27
SPEAKER_00: And this role is about building relationships that drive
4:31
SPEAKER_00: long-term engagement and value.
4:33
SPEAKER_00: Paul, do you have any kind
4:35
SPEAKER_00: of thoughts on that?
4:35
SPEAKER_00: Like, you know what that is, right?
4:38
SPEAKER_01: Yeah, in my brain, there are kind of a few pathways that I'm wondering
4:43
SPEAKER_01: if we're starting to travel down with this company.
4:46
SPEAKER_01: The monetized gaming thing—yeah, that absolutely makes sense.
4:49
SPEAKER_01: But I'm wondering: Is this monetized gaming in the sense of mobile games?
4:54
SPEAKER_01: Is this mobile games with a live-stream component where
4:57
SPEAKER_01: you're doing the Candy Crush thing, but there's some sort of real money
5:01
SPEAKER_01: tied in.
5:01
SPEAKER_01: There's a rev-share with players.
5:03
SPEAKER_01: Maybe that's one pathway.
5:05
SPEAKER_01: Another pathway is straight-up gambling.
5:08
SPEAKER_01: Is this a gaming monetization platform where the games
5:12
SPEAKER_01: are basically wagering or predictions or gambling of some kind?
5:16
SPEAKER_01: And again, there's a rev-share or winnings that gets distributed
5:20
SPEAKER_01: to players based on certain things.
5:22
SPEAKER_01: Or is this another pathway
5:25
where it's like esports gaming,
5:27
and there's a monetization component to it.
5:31
SPEAKER_01: I'm very interested which of those pathways it goes down because
5:37
SPEAKER_01: the markets that they get into—you can very easily get into some
5:44
SPEAKER_01: quite onerous regulation and compliance stuff if this touches
5:50
SPEAKER_01: gambling.
5:51
SPEAKER_01: You know, like Canada— absolutely, there's a lot of
5:55
SPEAKER_01: regulatory stuff that goes into this.
5:56
SPEAKER_01: But other than that, it kind of
5:59
SPEAKER_01: makes sense.
5:59
SPEAKER_01: It sounds like, "Hey, you know, be a host and
6:04
SPEAKER_01: build partnerships and generate interest and excitement for the
6:06
SPEAKER_01: players who are gaming and spending money and earning money."
6:10
SPEAKER_00: Exactly.
6:10
SPEAKER_00: Exactly that.
6:11
SPEAKER_00: Yep.
6:11
SPEAKER_00: You're bang on.
6:13
SPEAKER_00: I'm not quite sure what the model is, and maybe that will be revealed
6:16
SPEAKER_00: throughout the job posting.
6:19
SPEAKER_00: But first and foremost, this is really about
6:22
SPEAKER_00: the role.
6:22
SPEAKER_00: And so they break it down by a heading that you don't see
6:25
SPEAKER_00: very often in job postings: the culture.
6:30
SPEAKER_00: So that's not usually explicitly named.
6:32
SPEAKER_00: They might say "About Us,"
6:35
SPEAKER_00: or I don't even know.
6:36
SPEAKER_00: They don't necessarily say "the culture."
6:40
SPEAKER_00: So it's quite bold, and I have to give them credit for that.
6:44
SPEAKER_00: Because they're—you're going to be held to that.
6:46
SPEAKER_00: You're declaring this is our culture.
6:48
SPEAKER_00: And so what they say here is:
6:50
SPEAKER_00: We operate with a high-trust, flat structure.
6:53
SPEAKER_00: Here, you won't follow scripts or predefined playbooks.
6:55
SPEAKER_00: You'll create
6:57
SPEAKER_00: them.
6:58
SPEAKER_00: You'll have full ownership over the VIP experience and the autonomy
7:01
SPEAKER_00: to shape it together with us.
7:03
SPEAKER_00: You'll join a team of seasoned,
7:05
SPEAKER_00: positive, and deeply engaged professionals.
7:08
SPEAKER_00: We move fast, value professional excellence, and expect you to bring
7:11
SPEAKER_00: that same drive to the team every day.
7:13
SPEAKER_00: So, that's their kind of
7:14
SPEAKER_00: culture statement.
7:16
SPEAKER_00: Thoughts on that?
7:17
SPEAKER_00: I like it.
7:17
SPEAKER_00: I like that they're
7:21
SPEAKER_00: being very transparent and very honest... through their description,
7:29
SPEAKER_00: they're saying what the culture is.
7:32
SPEAKER_00: High-autonomy, fast-paced,
7:35
SPEAKER_00: ownership, professional excellence, all of that stuff.
7:40
SPEAKER_00: I don't hate this at all.
7:42
SPEAKER_00: But curious to hear your thoughts?
7:44
SPEAKER_01: Yeah, I don't either.
7:45
SPEAKER_01: It's short, it's simple, it's sweet, it's to the point.
7:48
SPEAKER_01: And it's very honest.
7:50
SPEAKER_01: It says, you know, basically you're going to be
7:52
SPEAKER_01: building this thing.
7:53
SPEAKER_01: It's not really set.
7:55
SPEAKER_01: Our culture is very open and very flat.
7:58
SPEAKER_01: And with a company that's 2 to 10 employees, of course it is.
8:03
SPEAKER_01: This is a startup.
8:04
SPEAKER_01: This is a new market entrant.
8:06
SPEAKER_01: ...
8:06
SPEAKER_01: I guarantee you.
8:12
SPEAKER_01: At the very start, like when you're entering the market as a new company,
8:17
SPEAKER_01: a new entrant, a new startup, whatever.
8:20
SPEAKER_01: This is how it is.
8:21
SPEAKER_01: It's just how it is.
8:22
SPEAKER_01: You do not build a new business
8:24
SPEAKER_01: by spending two years defining all your SOPs and your operating
8:28
SPEAKER_01: cadence and your systems and your tools and your policies and that.
8:31
SPEAKER_01: You just—you don't.
8:32
SPEAKER_01: It really is a case of you are putting the plane
8:36
SPEAKER_01: together that you unpacked from the IKEA box as you fly it.
8:40
SPEAKER_01: 100%.
8:42
SPEAKER_01: What they do really well is... they don't say that explicitly,
8:48
SPEAKER_01: but they do say that.
8:50
SPEAKER_01: Building this plane as you fly it.
8:52
SPEAKER_01: Good for them.
8:52
SPEAKER_01: Some companies aren't so honest about that.
8:55
SPEAKER_00: This was very honest.
8:57
SPEAKER_00: Not that it's necessarily something to be proud of.
9:01
SPEAKER_00: But when you are a newer organization, and you're right,
9:05
SPEAKER_00: I did research there.
9:05
SPEAKER_00: There was not— this is not a company that has been
9:08
SPEAKER_00: around for a very long time.
9:08
SPEAKER_00: But yeah, in the early stages,
9:12
SPEAKER_00: that's what's expected.
9:13
SPEAKER_00: And knowing that when you go into it—and if
9:15
SPEAKER_00: that's an environment in which you thrive, then that's great.
9:18
SPEAKER_00: So I do like that it's there.
9:21
SPEAKER_00: Then we go into the role:
9:23
SPEAKER_00: So, as our Lead VIP Host, you will own and elevate the entire VIP
9:27
SPEAKER_00: program.
9:28
SPEAKER_00: You will be responsible for building meaningful relationships
9:30
SPEAKER_00: with our top players, driving engagement, and turning interactions
9:36
SPEAKER_00: into measurable business impact.
9:37
SPEAKER_00: Wait, did you make a noise?
9:39
SPEAKER_00: I... Yeah.
9:41
SPEAKER_01: No, no, carry on.
9:42
SPEAKER_01: Something...
9:43
SPEAKER_01: We'll come back to it.
9:44
SPEAKER_01: Something just clicked for me
9:46
SPEAKER_01: when you started reading that out, but finish, and then we'll come
9:50
SPEAKER_00: back to it.
9:50
SPEAKER_00: Well, this goes into responsibilities.
9:53
SPEAKER_00: So, maybe I'll tie that in first, and then we can visit it.
9:56
SPEAKER_00: We just talked about the role, the responsibilities: Lead the VIP
10:00
SPEAKER_00: experience.
10:00
SPEAKER_00: So, you'll own and evolve the VIP program, set standards,
10:03
SPEAKER_00: and mentor junior VIP hosts.
10:05
SPEAKER_00: You will create moments that matter.
10:07
SPEAKER_00: Plan and execute VIP events, competitions, and experiences that
10:12
SPEAKER_00: drive long-term engagement.
10:13
SPEAKER_00: Content creation: Produce compelling
10:16
SPEAKER_00: assets with AI—so images, videos, messaging—to support VIP initiatives.
10:21
SPEAKER_00: Player engagement: Communicate daily with VIPs across multiple channels:
10:25
SPEAKER_00: in-game, SMS, socials, email, calls.
10:29
SPEAKER_00: Personalization: Build deep
10:31
SPEAKER_00: relationships with players by understanding their behaviors,
10:35
SPEAKER_00: preferences, and motivations.
10:36
SPEAKER_00: Performance ownership: Track and
10:39
SPEAKER_00: analyze VIP KPIs.
10:41
SPEAKER_00: So that's key performance indicators.
10:44
SPEAKER_00: Working closely with monetization and analytics teams to improve
10:48
SPEAKER_00: results.
10:48
SPEAKER_00: Problem-solving: Handle player issues with empathy and
10:52
SPEAKER_00: precision, ensuring fast and effective resolution.
10:56
SPEAKER_00: Product alignment: Stay up to date with game updates, live ops, and
10:59
SPEAKER_00: comp and competitors.
10:59
SPEAKER_00: Translating changes into player excitement
11:04
SPEAKER_00: and innovation.
11:04
SPEAKER_00: Leverage AI tools and new
11:06
SPEAKER_00: technologies to enhance personalization, efficiency,
11:10
SPEAKER_00: and engagement strategies.
11:11
SPEAKER_00: So, that's the role and the
11:13
SPEAKER_00: responsibilities.
11:13
SPEAKER_00: Does that paint a clearer picture for you?
11:17
SPEAKER_01: It does.
11:17
SPEAKER_01: Yeah, it does.
11:21
SPEAKER_01: So, this person—and the one thing that kind of clicked earlier was—
11:26
SPEAKER_01: your primary responsibility is building relationships with, they
11:29
SPEAKER_01: say, top players.
11:31
SPEAKER_01: So.
11:32
SPEAKER_01: That kind of makes everything fall into place.
11:34
SPEAKER_01: What that really means is that this person... and I'm
11:39
SPEAKER_01: starting to feel like this is a little going down the gambling
11:43
SPEAKER_01: pathway... the types of games that they build and roll out.
11:47
SPEAKER_01: But your primary purpose is to build relationships and
11:51
SPEAKER_01: maintain community and culture with the high rollers...
11:54
SPEAKER_01: with the people who are spending the money that
11:56
SPEAKER_01: keeps the plafform going.
11:57
SPEAKER_00: That's... ... the whales... how this feels.
12:02
SPEAKER_00: The whales.
12:02
SPEAKER_00: This is a whale-wrangler type role.
12:07
SPEAKER_01: Yeah.
12:08
SPEAKER_01: This person, they're
12:09
SPEAKER_01: purpose is to bring in the money by keeping the whales happy
12:14
SPEAKER_01: and engaged.
12:16
SPEAKER_01: That's very clarifying.
12:19
SPEAKER_01: They also talk about...
12:21
SPEAKER_01: I think
12:23
SPEAKER_01: they could maybe do a little bit better about centralizing
12:26
SPEAKER_01: the role and their description of the role around that.
12:32
SPEAKER_01: Because they start talking about, you know, you're going to
12:34
SPEAKER_01: generate the images and content with AI, you're gonna be a content
12:38
SPEAKER_01: creator, you're gonna be a communications manager
12:41
SPEAKER_01: with AI or whatever... you're gonna be a community manager,
12:45
SPEAKER_01: you're going to build or work with analytics, you're going to
12:48
SPEAKER_01: measure against KPIs related to the whales... they started talking
12:53
SPEAKER_01: all of that stuff... and it dilutes, a little bit, the purpose.
12:57
SPEAKER_01: I think they could have locked those things together a little
13:00
SPEAKER_01: bit more and said something like "your real purpose is to
13:04
SPEAKER_01: build relationships with the whales."
13:05
SPEAKER_01: And maybe find a
13:06
friendlier way of saying it,
13:07
because that kind of says...
13:10
even though it's
13:11
SPEAKER_01: true... it kind of says "we're going to find big fish and
13:14
SPEAKER_01: drain them for everything that they're worth."
13:15
SPEAKER_01: That's what it
13:16
SPEAKER_01: sounds like.
13:17
SPEAKER_01: But you could have said "your purpose is to maintain
13:21
SPEAKER_01: relationships with high-value and highly-engaged players
13:25
SPEAKER_01: that will involve creating content, hosting events, et cetera."
13:30
SPEAKER_00: Here is how you'll do that...
13:32
SPEAKER_00: Like, really, the focus is on that one thing.
13:36
SPEAKER_00: It really is that one thing, and then yeah, the other things feed
13:40
SPEAKER_00: into it.
13:40
SPEAKER_00: This is why I love purpose statements.
13:44
SPEAKER_01: You know, building your building— like a full job description and
13:48
SPEAKER_01: building like statements of work and you know, really kind of like
13:52
SPEAKER_01: having those one-page or two-page documents about what a person will
13:56
SPEAKER_01: actually do.
13:56
SPEAKER_01: Yeah, that's important.
13:57
SPEAKER_01: But who, when they're working and
13:59
SPEAKER_01: making decisions on the fly, is going to remember, you know, their
14:03
SPEAKER_01: two-page document of bullet points that is their job description?
14:07
SPEAKER_01: Like, nobody.
14:08
SPEAKER_01: So a purpose statement is a great way to say,
14:11
SPEAKER_01: "Your purpose is this."
14:13
SPEAKER_01: And then when you're kind of making
14:14
SPEAKER_01: decisions and thinking through what you have to do, all you have to
14:18
SPEAKER_01: remember is a purpose statement.
14:19
SPEAKER_01: Like, my purpose statement is to
14:23
SPEAKER_01: bring in the bacon from the whales.
14:25
SPEAKER_01: Yeah.
14:26
SPEAKER_00: And then you have that autonomy to do that.
14:27
SPEAKER_00: They're empowering you to be able to do that.
14:30
SPEAKER_00: Yeah.
14:32
SPEAKER_01: They did say autonomy in there, which was good,
14:35
SPEAKER_01: because there's no way that a role like this in a company
14:40
SPEAKER_01: this size in this space is going to work without a high level of autonomy
14:44
SPEAKER_01: for this role.
14:45
SPEAKER_01: Like, this person really is going to be the person
14:49
SPEAKER_01: who's successful in this is going to be a very interesting person
14:53
SPEAKER_01: with a very interesting blend of skills to make it work.
14:56
SPEAKER_01: I think that, from what we've heard so far, I think that this
14:59
SPEAKER_01: role can work.
15:00
SPEAKER_01: But I think that it'll be a little bit challenging
15:02
SPEAKER_01: to find the right person.
15:04
SPEAKER_01: And what I'd be super curious about is how they're going to decide who
15:06
SPEAKER_01: how they're going to decide who the right person is, how they're
15:08
SPEAKER_01: going to decide who the right person is... how they're
15:11
SPEAKER_01: going to evaluate the skills and experience and what they can
15:14
SPEAKER_01: do.
15:15
SPEAKER_01: This is definitely something where I could see a trial night sort
15:20
SPEAKER_01: of thing being a part of the recruiting process.
15:23
SPEAKER_01: Like, basically say to them, "Hey, you are going to design and host
15:28
SPEAKER_01: a live stream as a test.
15:30
SPEAKER_01: We want to see how you handle it and how
15:32
SPEAKER_01: you go about it and everything."
15:33
SPEAKER_01: I mean, pay them for it so that
15:35
SPEAKER_01: they're not being exploited.
15:37
SPEAKER_01: But I could really see that being
15:40
SPEAKER_01: how you figure out if your candidates are good or not because what could
15:43
SPEAKER_01: you do over email or an interview that would really help you sus out
15:47
SPEAKER_01: that this person has like those whale-finding skills and—whale,
15:52
SPEAKER_01: not to be crude about it, but— whale-fishing and draining skills
15:56
SPEAKER_01: because that's what you got to do.
15:57
SPEAKER_00: Absolutely.
15:58
SPEAKER_00: So you said so many things that I really like.
16:01
SPEAKER_00: I love the idea of a purpose statement in job postings because
16:03
SPEAKER_00: it helps the person truly understand, like you said, without having to
16:07
SPEAKER_00: refer back to all of those bullet points of, "Well, this isn't in my
16:11
SPEAKER_00: job description or whatever."
16:12
SPEAKER_00: It's really like always going back to
16:15
SPEAKER_00: the purpose statement and then making sure that that person has
16:18
SPEAKER_00: the resources they need to allow them to be successful in that role.
16:23
SPEAKER_00: The other thing you talked about is that whole idea of an ideal
16:27
SPEAKER_00: candidate profile.
16:28
SPEAKER_00: So when you're building these job descriptions
16:32
SPEAKER_00: and you're like, "We have a need in our company."
16:34
SPEAKER_00: Who is the ideal person?
16:35
SPEAKER_00: For me, this role, first and foremost,
16:38
SPEAKER_00: Is someone who is highly charismatic.
16:39
SPEAKER_00: Like, you have to be highly
16:41
SPEAKER_00: charismatic, and that has to translate through different mediums.
16:46
SPEAKER_00: Like it said: calls, SMS, whatever.
16:49
SPEAKER_00: You need to be able to establish
16:52
SPEAKER_00: relationships very quickly.
16:54
SPEAKER_00: So you need a high level of charisma
16:58
SPEAKER_00: for this role.
16:59
SPEAKER_00: And then you need other things.
17:00
SPEAKER_00: You need to be
17:01
SPEAKER_00: analytical, you need to be this and that... build that
17:03
SPEAKER_00: profile.
17:05
SPEAKER_00: Who is this person?
17:06
SPEAKER_00: Here are all the qualiies they
17:07
SPEAKER_00: have.
17:08
SPEAKER_00: Here are what those behaviours look like,
17:10
SPEAKER_00: here's how those things will be demonstrated,
17:13
SPEAKER_00: in our environment, and then you can start to create the
17:18
SPEAKER_00: process to identify that person.
17:19
SPEAKER_00: Where are we most likely to
17:21
SPEAKER_00: find this person, what kind of jobs could this person have
17:23
SPEAKER_00: had in the past?
17:25
SPEAKER_00: Because it might not—and probably isn't—this one.
17:27
SPEAKER_00: And then start to think about that, like do it a little bit from
17:31
SPEAKER_00: like a psychological aspect of what it is that you're looking for.
17:35
SPEAKER_00: And then, like you said, create the process that will help you to
17:39
SPEAKER_00: identify that person in the least amount of steps possible,
17:44
SPEAKER_00: the least exhausting for you as the company who's hiring and the
17:48
SPEAKER_00: candidate who's applying for the role.
17:50
SPEAKER_00: So there are really creative and cool ways to go about finding your
17:54
SPEAKER_00: candidates.
17:55
SPEAKER_00: And I don't think that's going to happen when everyone's
17:58
SPEAKER_00: going through the same kind of ATS or whatever it is that you're using
18:04
SPEAKER_00: to screen.
18:04
SPEAKER_00: In a small company like this, they probably don't have that.
18:09
SPEAKER_00: And human eyes are probably going to be first and foremost,
18:13
SPEAKER_00: but they're also probably doing it off the side of their desk.
18:16
And so it's really—when you're hiring a role like this that is
18:20
very important
18:21
SPEAKER_00: to the success of your organization, driving a whole bunch of revenue—
18:27
SPEAKER_00: you need to prioritize.
18:27
SPEAKER_00: You need to make some trade-offs.
18:31
SPEAKER_00: What can I put off right now to focus on hiring this person,
18:34
SPEAKER_00: the right person for this role?
18:34
SPEAKER_00: Because it's going to pay off
18:36
SPEAKER_00: in the long term.
18:36
SPEAKER_00: But if you're doing it off the side of your desk,
18:39
SPEAKER_00: if you're not really putting 100% into it, then you're not going to
18:41
SPEAKER_00: hire the right person.
18:42
SPEAKER_00: And this is a very specific personality that
18:45
SPEAKER_01: you're hiring.
18:46
SPEAKER_01: Your standard-issue corporate recruiting process—
18:51
SPEAKER_01: using like the ATS and the job boards and all of that stuff, keyword
18:55
SPEAKER_01: analysis, sentiment analysis, maybe like an outsourced recruiter that
19:00
SPEAKER_01: spends five minutes on this amongst their other 100 open files—
19:05
SPEAKER_01: that normal process is going to be woefully inadequate to find the
19:10
SPEAKER_01: right person for this role.
19:12
SPEAKER_01: Where did you come across this,
19:14
SPEAKER_01: by the way?
19:15
SPEAKER_00: At LinkedIn, like I was saying earlier, it just showed up
19:18
SPEAKER_00: in my... in my feed of jobs.
19:21
SPEAKER_00: Yeah.
19:23
SPEAKER_01: Back to LinkedIn's algorithm being super confused by us.
19:29
SPEAKER_00: This is not a job for me, I'll tell you that.
19:33
SPEAKER_01: I would love to have whoever's running the recruitment at this
19:37
SPEAKER_01: company on the show, actually, and walk us through their
19:42
SPEAKER_01: process for that, because I'm really, really curious how they go about
19:45
SPEAKER_01: this.
19:46
SPEAKER_01: But anyway, that's for another day.
19:48
SPEAKER_01: Carry on.
19:49
SPEAKER_00: There's no reason why we can't hit them up, and see.
19:54
SPEAKER_00: So, we just went through culture, the role, the responsibilities, and
19:58
SPEAKER_00: and next we are on job requirements.
20:01
SPEAKER_00: Relevant experience: So, four years as part of a VIP host team,
20:05
SPEAKER_00: of which two in leadership in iGaming, skill games, or
20:09
SPEAKER_00: other RMG fields.
20:11
SPEAKER_00: What's RMG?
20:15
SPEAKER_00: Mobile games.
20:17
SPEAKER_01: I don't know.
20:18
SPEAKER_01: RMG.
20:20
SPEAKER_01: What is RMG gaming?
20:22
SPEAKER_00: We're doing some live...
20:24
SPEAKER_01: real money gaming.
20:25
SPEAKER_00: Real money gaming.
20:26
SPEAKER_00: Okay.
20:27
SPEAKER_00: So they need experience in that kind of field.
20:31
SPEAKER_00: Otherwise, six years of experience in mobile F2P.
20:38
SPEAKER_00: What's F2P?
20:41
SPEAKER_01: So now we're running into the thing
20:43
SPEAKER_01: that we run into with a lot of job ads, right?
20:45
SPEAKER_01: Where they're acronymed to death, and you don't necessarily know what
20:49
SPEAKER_01: the acronyms mean.
20:51
SPEAKER_01: Maybe these are industry things.
20:54
SPEAKER_01: I don't know.
20:55
SPEAKER_01: But you should always spell them out.
20:57
SPEAKER_00: Then you should notice them on both sides in your resume, too,
21:00
SPEAKER_00: because what you used for like acronyms or your own pattern
21:04
SPEAKER_00: language at your old company, you might not realize is actually specific
21:08
SPEAKER_00: to your company.
21:09
SPEAKER_00: So on your resume, you've got to write it out.
21:12
SPEAKER_00: On the job postings, you've got to write it out.
21:14
SPEAKER_00: Maybe this person does have F2P experience, but they didn't call it
21:17
SPEAKER_00: that.
21:18
SPEAKER_01: Maybe it's not like a recognized... F2P or F2G?
21:23
SPEAKER_00: F2P.
21:24
SPEAKER_00: F2P gaming.
21:26
SPEAKER_01: Okay, free-to-play gaming.
21:27
SPEAKER_01: That's a model where—you for the folks at
21:33
SPEAKER_01: home—F2P, free-to-play gaming.
21:36
SPEAKER_01: That's where you have a game that is
21:38
SPEAKER_01: like, it's free to play.
21:38
SPEAKER_01: Anybody can log in.
21:39
SPEAKER_01: They can play it when it's
21:41
SPEAKER_01: browser-based or it's something on Steam you download, or mobile,
21:45
SPEAKER_01: some other platform.
21:45
SPEAKER_01: You can play the full game without paying any
21:48
SPEAKER_01: money, but the monetization mechanisms come in to accelerate
21:53
SPEAKER_01: a player's progress through the game.
21:55
SPEAKER_01: So you might pay real money to buy bounty crates or something that give
22:00
SPEAKER_01: your character extra capabilities.
22:03
SPEAKER_01: You might buy resource packs
22:06
SPEAKER_01: for stuff like—it's pretty common.
22:07
SPEAKER_01: It's been around for a long time.
22:10
SPEAKER_01: I've never heard F2P before, the acronym.
22:13
SPEAKER_01: But I'm also not in this industry.
22:16
SPEAKER_00: So, and this is what's interesting to me.
22:19
SPEAKER_00: I actually—I should save—I have so many thoughts about this and how
22:22
SPEAKER_00: they could kind of find someone who they're looking for.
22:25
SPEAKER_00: Like, I do want to have them on.
22:26
SPEAKER_00: I do want to help them with this.
22:29
SPEAKER_00: But let's get through the requirements.
22:32
SPEAKER_00: So those were the requirements: Otherwise, six years of experience
22:34
SPEAKER_00: in mobile F2P.
22:36
SPEAKER_00: Excellent communication skills: warm, sharp,
22:39
SPEAKER_00: and highly personal.
22:39
SPEAKER_00: Analytical...
22:41
SPEAKER_00: I think it should be
22:42
SPEAKER_00: "personable," but it says "personal" again.
22:45
SPEAKER_00: We read it as written.
22:46
SPEAKER_00: Analytical mindset:
22:48
SPEAKER_00: comfortable working with data, KPIs, and spreadsheets.
22:51
SPEAKER_00: Strong understanding of American culture and social platforms.
22:56
SPEAKER_00: Creative and resourceful: able to execute without relying on large
23:01
SPEAKER_00: support teams.
23:01
SPEAKER_00: And then nice to have:
23:03
SPEAKER_00: Background in hospitality, concierge, or high-end service
23:06
SPEAKER_00: environments.
23:08
SPEAKER_00: Other career experience in gaming, especially
23:11
SPEAKER_00: real money or skill-based games such as game design or live ops.
23:16
SPEAKER_00: Content creation skills: Canva, CapCut, or similar tools.
23:20
SPEAKER_00: Understanding of game economies and monetization.
23:23
SPEAKER_00: Additional languages such as Chinese, Spanish, German, etc.
23:26
SPEAKER_00: So, I'm going to stop there and let's talk about those requirements
23:32
SPEAKER_00: and nice-to-haves.
23:34
SPEAKER_01: Starting to take shape for sure.
23:38
SPEAKER_01: The experiential kind of stuff that you outlined makes a heck of a lot
23:42
SPEAKER_01: of sense to me.
23:43
SPEAKER_01: I agree with basically all of it that this person is going
23:47
SPEAKER_01: to need to have that blend of skills and experience.
23:52
SPEAKER_01: Particularly, they say understanding of US culture.
23:55
SPEAKER_01: That's a signal for us
23:56
SPEAKER_01: that means that your primary market— look at the ocean that you're going
24:01
SPEAKER_01: to go fishing for whales in—is the United States.
24:04
SPEAKER_01: And that does make sense because the market adoption of this kind of
24:12
SPEAKER_01: peer-to-peer, face-to-whatever, RMG gaming—the market adoption is the
24:17
SPEAKER_01: most advanced for a large company or a large country anyway in the US.
24:22
SPEAKER_01: This industry is very, very— I would say mature at this point
24:26
SPEAKER_01: in the US.
24:26
SPEAKER_01: It's been almost a decade that online gambling, online gaming
24:31
SPEAKER_01: has been legal.
24:32
SPEAKER_01: All of this stuff kind of flows from that decision.
24:36
SPEAKER_01: So, I think this all makes sense to me, particularly where they say
24:42
SPEAKER_01: maybe you have experience as a concierge host or whatever in live
24:48
SPEAKER_01: event kind of stuff.
24:49
SPEAKER_01: To me, that reads as you've been a host in a
24:52
SPEAKER_01: high-roller room in a casino somewhere.
24:54
SPEAKER_00: This is it.
24:55
SPEAKER_01: That is on point,
24:58
SPEAKER_01: because someone who has done that before will absolutely have the
25:02
SPEAKER_01: mindset and the soft skills to be able to do this really well.
25:06
SPEAKER_01: Maybe not the hard skills, I don't know, but the soft skills?
25:11
SPEAKER_01: Yeah.
25:11
SPEAKER_01: Be a great match for sure.
25:13
SPEAKER_01: It'll be tough to find this person.
25:17
SPEAKER_00: It'll be tough to find.
25:17
SPEAKER_00: I agree with everything you said.
25:19
SPEAKER_00: When I was originally reading through this, I was like,
25:21
SPEAKER_00: "Oh, this sounds like somebody who has experience working concierge
25:25
SPEAKER_00: or VIP rooms in casinos or even like nightclubs, right?"
25:29
Like,
25:32
I thought that,
25:34
and then when I saw that they were considering that,
25:37
SPEAKER_00: I think that's great.
25:37
SPEAKER_00: I think they contradict themselves a little bit,
25:40
SPEAKER_00: though, because they do say that one of the requirements is relevant
25:43
SPEAKER_00: experience within those gaming industries.
25:47
SPEAKER_00: I think that if you have that... that'll be tough, right?
25:50
So,
25:50
if you find someone who has maybe that VIP lounge or casino
25:53
experience,
25:55
SPEAKER_00: nightclub, whatever, who's also a passionate gamer, I think then
26:00
SPEAKER_00: that's where you find your magic unicorn that you're looking for.
26:06
SPEAKER_00: So maybe they didn't have a career in gaming per se, but they have
26:12
SPEAKER_00: that other experience... but they've played these games.
26:15
SPEAKER_00: They're very familiar with that environment.
26:17
SPEAKER_00: Then I think you've got your person right there.
26:20
SPEAKER_00: So yeah, I think that's something to consider.
26:25
SPEAKER_00: And then we go into perks.
26:26
SPEAKER_00: So we're reaching the end of this job posting.
26:30
SPEAKER_00: Competitive salary.
26:31
SPEAKER_00: An attractive package that respects your
26:33
SPEAKER_00: experience and talent.
26:35
SPEAKER_00: Meaningful equity:
26:36
SPEAKER_00: stock options that ensure you have a real stake in our collective
26:40
SPEAKER_00: success.
26:40
SPEAKER_00: True remote work: no office, no commute.
26:43
SPEAKER_00: Work from wherever you are most productive.
26:46
SPEAKER_00: Home office budget: a dedicated budget to help you craft a
26:49
SPEAKER_00: professional and comfortable workspace.
26:51
SPEAKER_00: No-fuss vacation: take the time you need when you need it.
26:55
SPEAKER_00: Inclusive environment: We are an equal opportunity employer and
26:59
SPEAKER_00: value diversity.
27:00
SPEAKER_00: We care about your craft, not your background.
27:04
SPEAKER_00: We are an equal opportunity employer and value diversity at our company.
27:08
SPEAKER_00: We do not discriminate based on age, religion, color, national origin,
27:12
SPEAKER_00: gender, sexual orientation, age, marital status, veteran status,
27:15
SPEAKER_00: or disability status.
27:17
SPEAKER_00: If you feel the above describes you perfectly,
27:20
SPEAKER_00: apply now.
27:22
SPEAKER_00: So, let's talk about the perks and their accommodation-ish
27:28
SPEAKER_00: statement.
27:29
SPEAKER_00: That's it.
27:29
SPEAKER_00: That's the job posting.
27:31
SPEAKER_01: Okay.
27:31
SPEAKER_01: I'm a little—I'm a little mixed on the perks and benefits.
27:35
SPEAKER_01: I like the general vibe of what they're putting down.
27:39
SPEAKER_01: I like the way that they communicated all of that, but
27:45
SPEAKER_01: in the—I wouldn't say that these comments are game killers by any
27:49
SPEAKER_01: means... but in the context of this is a startup, it's a 2-to-10-
27:55
SPEAKER_01: person company, very small.
27:57
SPEAKER_01: There are some questions and concerns I
27:59
SPEAKER_01: would have going into like interviewing for this.
28:05
SPEAKER_01: Well, let's talk about the vacation thing first.
28:08
SPEAKER_01: Okay... open-ended vacation, take the time you need when you need it.
28:13
SPEAKER_01: What that really means, and...
28:15
we've talked about unlimited vacation time...
28:17
traps...
28:18
before,
28:18
on the show,
28:20
SPEAKER_01: take the time that you need when you need it.
28:25
SPEAKER_01: It's a nice vibe, but in practice, it's not going to be a thing.
28:31
SPEAKER_01: Because you are—your life really is revolving around the whales and
28:37
SPEAKER_01: revolving around how to create an engaging community for them.
28:42
SPEAKER_01: Do you think that your high rollers are going to be like, "Oh yeah, no,
28:48
SPEAKER_01: we get that you're away for the next two weeks, so we'll just stop
28:52
SPEAKER_01: our gaming and gambling behaviour and scratch our itch when you get
28:57
SPEAKER_01: back."
28:57
SPEAKER_01: No, that money will go somewhere for the time that you're
29:00
SPEAKER_01: out.
29:01
SPEAKER_01: And ultimately, that will become a problem for the business.
29:04
SPEAKER_01: Now, if the business was larger and if you had like a sidekick or
29:08
SPEAKER_01: someone who could cover off for you while you took time, maybe different,
29:11
SPEAKER_01: sure.
29:11
SPEAKER_01: 2 to 10 people though, I would be concerned about that.
29:15
SPEAKER_01: Equity?
29:19
SPEAKER_01: So the business models for companies like this that are into
29:24
SPEAKER_01: kind of gaming, digital services, basically anything...
29:28
SPEAKER_01: your margins are pretty darn good as long as you're bringing in the
29:33
SPEAKER_01: revenue that you need to bring in.
29:34
SPEAKER_01: Like, your operating margins are
29:35
SPEAKER_01: really good because you don't really need capital assets to do
29:40
SPEAKER_01: this kind of stuff.
29:40
SPEAKER_01: And you don't really have a high structural cost
29:44
SPEAKER_01: overhead kind of business that you're running.
29:47
SPEAKER_01: So equity and options could turn into something that is meaningful,
29:53
SPEAKER_01: yeah.
29:54
SPEAKER_01: But 2-to-10-person company, startup—there is absolutely no
29:59
SPEAKER_01: guarantee that that's going to go anywhere.
30:02
SPEAKER_01: Even if the business does get to a point where there's an M&A or
30:06
SPEAKER_01: there's a liquidity event of some sort, there is no guarantee
30:10
SPEAKER_01: that it will go your way because, like dilution of the cap table
30:14
SPEAKER_01: over time can reduce the ultimate value of your stake.
30:17
SPEAKER_01: What if the buyer doesn't really want to pay out on the options of
30:24
SPEAKER_01: the employees?
30:24
SPEAKER_01: What if they say, "Well, we're just buying the
30:26
SPEAKER_01: technology and the audience and the community that you've built or
30:30
SPEAKER_01: whatever."
30:30
SPEAKER_01: Like, "Screw you guys, you don't get anything."
30:33
SPEAKER_01: You can take that to court for sure, but you're a remote worker, and this
30:37
SPEAKER_01: company is headquartered in Israel.
30:39
SPEAKER_01: How is that going to go for you if
30:40
SPEAKER_01: you're in a different country?
30:42
SPEAKER_00: Yeah.
30:44
SPEAKER_01: So the options and equity thing—meaningless, really.
30:50
SPEAKER_01: It doesn't mean anything.
30:50
SPEAKER_01: So don't be seduced by that would be my advice
30:53
SPEAKER_01: for someone who's considering this.
30:54
SPEAKER_01: But like I said, the general vibe
30:58
SPEAKER_01: and how they approached this, I did like.
31:01
SPEAKER_01: Did they list a salary range?
31:04
SPEAKER_00: There's no salary range.
31:06
SPEAKER_00: Okay.
31:07
SPEAKER_00: Okay.
31:09
SPEAKER_00: Yeah.
31:09
SPEAKER_00: My thoughts on this are: I do like the way it's written.
31:13
SPEAKER_00: I love that they say, "An attractive package that respects your
31:17
SPEAKER_00: experience and talent."
31:17
SPEAKER_00: Like, some of the wording here I find to be
31:20
SPEAKER_00: really clever.
31:20
SPEAKER_00: I really appreciate the way that they've—I think you
31:24
SPEAKER_00: named it—their communication style is something that I vibe with.
31:31
SPEAKER_00: When, you know, true remote work, one thing that they mention that a
31:36
SPEAKER_00: lot of remote companies fail to mention in their job postings is
31:39
SPEAKER_00: whether or not there's a home office budget.
31:41
SPEAKER_00: Like, you're working from home.
31:42
SPEAKER_00: Well, do you have what you need to do it in
31:44
SPEAKER_00: a good way?
31:44
SPEAKER_00: So, they do mention that there's a budget.
31:46
SPEAKER_00: I mean, it would be great if they actually said how much that is.
31:49
SPEAKER_00: Is like, there we need numbers for all of the things here, but I
31:52
SPEAKER_00: appreciate that it's included.
31:53
SPEAKER_00: I agree with you: the no-fuss
31:57
SPEAKER_00: vacation... they do mention at some point that you would have—
32:01
SPEAKER_00: like you would be mentoring and training junior VIP hosts.
32:05
SPEAKER_00: I doubt they have them yet.
32:06
SPEAKER_00: Maybe they do, and they just need
32:08
SPEAKER_00: someone who is more senior now to like create some structure.
32:13
SPEAKER_00: So yeah, it's hard unless you have very strong policies and
32:18
SPEAKER_00: guardrails about taking unlimited vacation and how that's done,
32:23
SPEAKER_00: then it's going to be hard to do because it—
32:25
also...
32:26
think about the people who are doing this kind of like
32:29
gambling-type
32:31
SPEAKER_00: games: they're not doing it Monday to Friday, 9 to 5.
32:34
SPEAKER_00: So like, your hours are going to be all over the place and so you're not
32:39
SPEAKER_00: going to be—global, too.
32:40
SPEAKER_00: What's that?
32:42
SPEAKER_01: Global, too, right?
32:42
SPEAKER_00: Yeah.
32:43
SPEAKER_00: Global.
32:45
SPEAKER_01: Like, your—your whales—like, you're going to, they kind of think that
32:48
SPEAKER_01: you're going to go after the US market to find your whales, but
32:51
SPEAKER_01: there's a ton of money floating around in Southeast Asia.
32:55
SPEAKER_01: You could probably have gamers in Macau and Hong Kong.
32:57
SPEAKER_01: You could have gamers in the UAE.
32:59
SPEAKER_01: You could have gamers like anywhere
33:01
SPEAKER_01: in the world really where a ton of money pools.
33:04
SPEAKER_01: You're probably going to have people there.
33:07
SPEAKER_01: If you're working out of a particular place, you're going to
33:10
SPEAKER_01: have to deal with time travel.
33:12
SPEAKER_01: So, you're going to be hosting events
33:13
SPEAKER_01: at like 3:00 in the morning your time.
33:15
SPEAKER_00: This is what I'm saying.
33:16
SPEAKER_00: Yeah.
33:17
SPEAKER_00: This isn't a 40-hour-a-week job by any means.
33:20
Like,
33:20
it's—you're basically going to be working,
33:23
and some jobs are okay if
33:25
SPEAKER_00: there's a lot of flexibility and you just have to like pick up the phone
33:29
SPEAKER_00: when you're out for dinner and maybe text one of the whales or something
33:33
SPEAKER_00: like that.
33:33
SPEAKER_00: I don't know.
33:33
SPEAKER_00: That... and you're okay with that, that's fine,
33:37
but it's not going to be a Monday- to-Friday,
33:39
9-to-5 like this is...
33:40
not a
33:41
SPEAKER_00: 9-to-5 for sure... Yeah.
33:43
SPEAKER_00: All-out, on-call, pretty much, vibe.
33:47
SPEAKER_00: And then they do have—you know, they do have that statement at the
33:51
SPEAKER_00: at the very end, which is great.
33:53
SPEAKER_00: They don't talk about whether or not
33:55
SPEAKER_00: AI is being used or how it's being used in the process, and they don't
34:00
SPEAKER_00: have a pay range.
34:04
SPEAKER_00: So there are a couple things missing from the job
34:07
SPEAKER_00: posting.
34:09
SPEAKER_00: But what we can do right now is take a little break.
34:13
SPEAKER_00: Paul will have the opportunity to read through on his own the full job
34:17
SPEAKER_00: posting, and then we can come back with our ratings on the job posting
34:23
SPEAKER_00: itself and job design.
34:23
SPEAKER_00: I mean, I don't think there's any
34:25
SPEAKER_00: point in guessing the salary, but I guess we can talk about
34:29
SPEAKER_01: I mean, I would—I would have no idea how to value this because, like, the
34:35
SPEAKER_01: company's headquartered in Israel.
34:37
SPEAKER_01: And you mentioned also that they
34:39
SPEAKER_01: don't put down hard numbers for their budget with like the home
34:43
SPEAKER_01: office stuff and all of that.
34:44
SPEAKER_01: It would be really difficult to do that
34:47
SPEAKER_01: in a job ad, because you don't know where the successful candidate's
34:51
SPEAKER_01: going to be.
34:52
SPEAKER_01: So like, they're going to be thinking in terms of managing
34:55
SPEAKER_01: the finances of their business in either US dollars or in New Shekels,
35:00
SPEAKER_01: like the local currency in Israel.
35:02
SPEAKER_01: How do you—it would be silly to be
35:06
SPEAKER_01: like, "Okay, we're going to give you a home office budget of 5,000
35:10
SPEAKER_01: Israeli New Shekels."
35:11
SPEAKER_01: And you just translate that into your local
35:13
SPEAKER_01: currency.
35:13
SPEAKER_01: It'd be kind of weird, and you wouldn't even know if that's
35:15
SPEAKER_01: appropriate for the local market.
35:16
SPEAKER_01: Like, maybe this person will end up
35:20
being from the Philippines and they've worked in Macau as a
35:22
gaming host in
35:23
SPEAKER_01: a casino, and they're just like the awesome person.
35:25
SPEAKER_01: Cost of living in the Philippines is super low compared to other
35:27
SPEAKER_01: places.
35:28
SPEAKER_01: So like, that budget probably isn't even appropriate.
35:31
SPEAKER_01: Who knows?
35:32
SPEAKER_00: Exactly.
35:33
SPEAKER_00: So it's one of those—it's a rare job posting where we're not even going
35:36
SPEAKER_00: to try to guess what the salary range would be,
35:40
SPEAKER_00: but curious, I would be curious to know where they landed on that.
35:43
SPEAKER_00: You can review the full job posting, and then we can return in a minute.
36:00
SPEAKER_00: So, we are back.
36:02
SPEAKER_00: Paul has had an opportunity to review the job posting
36:05
SPEAKER_00: in full.
36:05
SPEAKER_00: For the record, I did read through the entire job posting.
36:11
SPEAKER_00: You can always find the full job posting in the show notes, linked out.
36:16
So,
36:16
now that you have an opportunity to think on it,
36:21
read it all with your
36:22
SPEAKER_00: own perspective, your own lens, let's do some ratings.
36:27
SPEAKER_00: How would you rate this job posting first of all?
36:31
SPEAKER_01: Yeah, the job ad—the way that it's written—it's really good.
36:36
SPEAKER_01: It's really good.
36:38
SPEAKER_01: I would give this probably a seven, seven and a half
36:44
SPEAKER_01: out of 10 on the way the job ad was written.
36:47
SPEAKER_01: It was well written.
36:48
SPEAKER_01: It was easy to follow, easy to understand.
36:51
SPEAKER_01: When you're reading through the job ad, like, you get what this is all
36:55
SPEAKER_01: about.
36:55
SPEAKER_01: Absolutely.
36:56
SPEAKER_01: Some things that were missing from it.
36:59
SPEAKER_01: There's—they talk about the company culture.
37:02
SPEAKER_01: They talk about autonomy.
37:03
They talk about stuff like that—that's really good—but they
37:06
don't talk about
37:07
SPEAKER_01: the values of the company.
37:09
SPEAKER_01: There isn't really a whole lot or any
37:12
SPEAKER_01: employer branding in here, which is a missed opportunity.
37:16
SPEAKER_01: Now, this is a new market entrant.
37:19
SPEAKER_01: It's 2 to 10 employees.
37:20
SPEAKER_01: It's very small.
37:21
SPEAKER_01: It's very new.
37:23
SPEAKER_01: They've obviously got grand
37:24
SPEAKER_01: ambitions, but they could have written a little bit about those grand
37:28
SPEAKER_01: ambitions.
37:30
SPEAKER_01: I would be very skeptical about any employer branding
37:33
SPEAKER_01: that comes out of this just because of like the niche part of the
37:37
SPEAKER_01: industry that they're in.
37:38
SPEAKER_01: This is essentially a gambling company,
37:41
SPEAKER_01: an online gambling company.
37:41
SPEAKER_01: That's what it is.
37:43
SPEAKER_01: And there are some ethical dilemmas that come with that.
37:48
SPEAKER_01: For people who
37:49
SPEAKER_01: they're after... like, their model is obviously about getting—extracting
37:54
SPEAKER_01: as much wealth as they can from whales.
37:59
SPEAKER_01: Challenge is those whales are not necessarily going to be able
38:03
SPEAKER_01: to afford that, and this company won't have any mechanisms in place
38:08
SPEAKER_01: to determine whether or not the whale can afford it.
38:12
SPEAKER_01: There's nothing in here about responsible gambling.
38:16
SPEAKER_01: I don't think...
38:16
SPEAKER_01: I'm not saying that there needs to be, but people
38:19
SPEAKER_01: need to kind of go in eyes wide open about that.
38:21
SPEAKER_01: Like, you're going to go into an extractive organization in an
38:25
SPEAKER_01: extractive industry.
38:27
SPEAKER_01: Not saying you shouldn't do that, you know,
38:29
SPEAKER_01: that's your own choice, but eyes wide open.
38:32
SPEAKER_01: Job ad though was good: seven, seven and a half out of 10.
38:36
SPEAKER_01: Job structure, not as good.
38:40
SPEAKER_01: There are things in here that don't make
38:44
SPEAKER_01: a lot of sense to me.
38:46
SPEAKER_01: This is a 2-to-10-person company.
38:47
SPEAKER_01: Okay, great.
38:49
SPEAKER_01: Small company, fine.
38:50
SPEAKER_01: But throughout the job ad, structurally, they're
38:53
SPEAKER_01: talking about how you're going to lead a team of junior VIP hosts.
38:58
SPEAKER_01: Maybe that's a future consideration.
38:59
SPEAKER_01: Maybe you're
39:00
SPEAKER_01: building towards that.
39:01
SPEAKER_01: Okay, great.
39:03
SPEAKER_01: They also talk about a gaming analytics team that you're going to
39:07
SPEAKER_01: be interfacing with.
39:08
SPEAKER_01: Okay, great.
39:10
SPEAKER_01: Then within that 2-to-10-person
39:13
SPEAKER_01: company, there's also like executive leadership.
39:15
SPEAKER_01: There's software development and infrastructure services.
39:18
SPEAKER_01: There's revenue operations.
39:19
SPEAKER_01: So, I'm struggling a little bit to understand
39:22
SPEAKER_01: how what they've talked about in the job ad from a structural standpoint
39:26
SPEAKER_01: fits into a company that's 10 people at the top end.
39:31
SPEAKER_01: That doesn't make a lot of sense to me.
39:33
SPEAKER_01: Unless they're counting, you know, 2 to 10 people full-time and then
39:37
SPEAKER_01: two or three dozen people contractors, outsourced.
39:40
SPEAKER_01: I would get that.
39:41
SPEAKER_01: But if that's the case, talk about it in the job ad
39:44
SPEAKER_01: a little bit, right?
39:44
SPEAKER_01: Like, there's nothing wrong with saying you're
39:47
SPEAKER_01: going to work with partner companies or agencies or whatever.
39:51
SPEAKER_01: This person's going to be—like we talked about this—this person's
39:54
SPEAKER_01: going to be always on to some extent, and that's not going to be super
39:57
SPEAKER_01: sustainable.
39:58
SPEAKER_01: Yeah.
39:58
SPEAKER_01: So they're really— this person is really going to
40:01
SPEAKER_01: struggle to balance work and life, and maybe this person won't have much
40:07
SPEAKER_01: of a life.
40:07
SPEAKER_01: The right person—maybe that's not a huge problem.
40:11
SPEAKER_01: Maybe their life is this sort of stuff, and they love it, and that's
40:14
SPEAKER_01: why they're in it.
40:15
SPEAKER_01: If that's the case, okay, cool.
40:18
SPEAKER_01: But there are going to be sustainability issues for this
40:22
SPEAKER_01: person for sure.
40:23
SPEAKER_01: So, I would give the role structure as it's written
40:28
SPEAKER_01: probably about a six out of 10.
40:30
SPEAKER_01: It makes sense, but it's going to be a
40:33
SPEAKER_01: struggle to actually do it well, all the time.
40:37
SPEAKER_00: Yeah, I agree.
40:37
SPEAKER_00: I agree with both of your ratings.
40:39
SPEAKER_00: The job posting itself: I liked it.
40:41
SPEAKER_00: I thought it was really well written.
40:42
SPEAKER_00: Like, kudos to the person who wrote it because it's very clear.
40:49
SPEAKER_00: It's very clear.
40:50
SPEAKER_00: There isn't a lot of ambiguity.
40:55
SPEAKER_00: Could they...
40:55
SPEAKER_00: I would love to know
40:58
SPEAKER_00: who this role is reporting to.
40:59
SPEAKER_00: I'd like a salary band.
41:02
SPEAKER_00: There's a little bit of information that is missing.
41:05
SPEAKER_00: Maybe speaking more to their employer brand.
41:10
SPEAKER_00: What's your employee value proposition?
41:11
SPEAKER_00: We don't see that
41:13
SPEAKER_00: often in job postings and it needs to be more apparent.
41:15
SPEAKER_00: It doesn't need
41:18
SPEAKER_00: to have a section saying here's the EVP, but it should be woven
41:24
SPEAKER_00: in throughout.
41:25
SPEAKER_00: I get it.
41:25
SPEAKER_00: It's a young company.
41:27
SPEAKER_00: They're still figuring
41:28
SPEAKER_00: that out.
41:28
SPEAKER_00: Totally fine.
41:29
SPEAKER_00: But I really do like it.
41:30
SPEAKER_00: So, I'd say like seven, 7.5 maybe out of 10.
41:35
SPEAKER_00: The job design, same—maybe six, six and a half.
41:39
SPEAKER_00: But they're young, and there's a lot that I think they don't know
41:44
SPEAKER_00: yet that they will, like you said, building the plane while flying it.
41:48
SPEAKER_00: They're going to figure that out as they go along.
41:51
SPEAKER_00: I read this job ad as: I believe them when they say you will have the
41:57
SPEAKER_00: autonomy, you will have the authority, you will be able to shape
42:00
SPEAKER_00: this.
42:00
SPEAKER_00: I believe them.
42:02
SPEAKER_00: For some reason, there's something very
42:04
SPEAKER_00: genuine about the way that the job posting is written.
42:07
SPEAKER_00: It doesn't have a lot of the corporate $*&# talk that a lot of
42:11
SPEAKER_00: other job postings do where you're just like, lies, lies.
42:15
SPEAKER_00: This feels really authentic to me.
42:18
SPEAKER_00: So I find it very captivating.
42:21
SPEAKER_00: I'm into it.
42:22
SPEAKER_00: Is it going to be sustainable?
42:23
SPEAKER_00: No.
42:25
SPEAKER_00: What would be great is if a brand- new company started by mapping out
42:28
SPEAKER_00: what their org structure could potentially look like at different
42:31
SPEAKER_00: stages of their organization.
42:32
SPEAKER_00: I doubt that many do that, but imagine
42:35
SPEAKER_00: if they did and how cool that would be, and they could really start to
42:40
SPEAKER_00: design for that.
42:43
SPEAKER_00: There would be so much more clarity...
42:45
SPEAKER_00: I always say one of the first hires or one of the first people you should
42:49
SPEAKER_00: have fingerprints on in your organization is a human resources or
42:54
SPEAKER_00: people operations type role to help you build for that,
42:57
SPEAKER_00: because then you're not constantly trying to catch up or
43:00
SPEAKER_00: being reactive in everything that you do.
43:03
SPEAKER_00: You've kind of got the blueprint of what your company is going to look
43:07
SPEAKER_00: like again at different stages of the enterprise.
43:11
SPEAKER_00: And then you can build really deliberately and thoughtfully.
43:16
SPEAKER_00: So yeah, a little bit lower rating for the job design itself.
43:24
SPEAKER_00: But overall, not too bad, not too shabby.
43:28
SPEAKER_01: Yeah.
43:29
SPEAKER_01: Another thing that I forgot to mention before:
43:31
SPEAKER_01: One thing that really stood out for me when I read through the job ad
43:35
SPEAKER_01: kind of like verbatim was that they want to entertain players for
43:40
SPEAKER_01: decades.
43:42
SPEAKER_01: That's a big, bold statement in gaming.
43:44
SPEAKER_01: And that really brings home the grand ambition of this.
43:49
SPEAKER_01: Like, they're really trying to build experiences that are so personal and
43:54
SPEAKER_01: so captivating and so monetized that people will continue playing for
43:58
SPEAKER_01: decades.
43:58
SPEAKER_01: Like, that's a big, big statement.
44:04
SPEAKER_01: Very abstract big statement, though.
44:06
SPEAKER_01: And they also talk about you're
44:08
SPEAKER_01: going to be communicating directly with VIPs, like on SMS and calls.
44:14
SPEAKER_01: That means that like, very personal relationships are a part of this.
44:19
SPEAKER_01: Like, there are those bits of separation in communication.
44:22
SPEAKER_01: between people, right?
44:23
SPEAKER_01: Like, the most intimate kind
44:24
SPEAKER_01: of communication is, like, face-to-face... and then
44:27
SPEAKER_01: you've got phone calls, then you've got texts because those are direct
44:31
SPEAKER_01: one-to-one.
44:32
SPEAKER_01: Like, they're very much in your orbit of attention, and then
44:35
there's things like forums,
44:37
there's things like chat rooms,
44:38
there's things
44:39
SPEAKER_01: like email that are a little bit removed.
44:43
SPEAKER_01: They're saying flat-out you're basically going to be besties with
44:46
SPEAKER_01: the VIPs.
44:46
SPEAKER_01: Like, be good with that.
44:50
SPEAKER_00: And if you can text them, then they
44:52
SPEAKER_00: can text you.
44:53
SPEAKER_00: If you can call them, they can call you.
44:57
SPEAKER_00: There is something very theatrical about a role like this.
44:59
SPEAKER_00: Like, we talked about being personable and how and being
45:02
SPEAKER_00: charismatic.
45:03
SPEAKER_00: There is something very ... you are going to have to either
45:07
SPEAKER_00: be a natural-born extrovert or be someone who's really good at putting
45:12
SPEAKER_00: on a show.
45:13
SPEAKER_00: So maybe there's an untapped area that we didn't think
45:18
SPEAKER_00: about in terms of somebody with a theatre background, somebody who has
45:23
SPEAKER_00: done some acting, theatre work, whatever it is, might be a good
45:27
SPEAKER_00: person for this, too.
45:28
SPEAKER_00: It's going to be an exhausting role.
45:30
SPEAKER_00: So, yeah, I think more likely it's going to have to come naturally to
45:34
SPEAKER_00: you to be able to do that.
45:36
SPEAKER_00: But these you cannot piss off the whales.
45:40
SPEAKER_00: And so you're going to have to be on all the time.
45:44
SPEAKER_00: Which is fine.
45:45
SPEAKER_00: Like, if that's what you're really good at doing, that's
45:49
SPEAKER_00: great.
45:50
SPEAKER_00: But I wouldn't look at this role if that wasn't my natural
45:53
SPEAKER_00: disposition and think, "Oh, I could do this."
45:58
SPEAKER_00: This is going to be really leaning into your personality type.
46:03
SPEAKER_01: Good find.
46:04
SPEAKER_01: I think we can consider it roasted, though.