Pavago

Two years ago I hired five people offshore at Pavago All five are still here. My marketer has been with me since we had zero ad budget. My recruiter stayed when everything was done in manual spreadsheets. My ops guy believed in the vision when we barely had operations to manage. Today they're building systems and running operations I couldn't have dreamed of myself. Now Pavago has a team of 20 people. All offshore. All attached to the mission. Here's what I did differently. I didn't hire cheap. I hired right. Found people who wanted to build something, not just collect a paycheck. Paid them double what they were making locally. When revenue was inconsistent for months, they stayed. When we had to pivot and rebuild everything, they took initiative and solved whatever problems came up. When I had no clue what I was doing half the time, they stayed. Because they weren't just employees. They were partners in building something meaningful. They're the reason Pavago works. Why we have over 100 companies trusting us with their growth. Why we've made over 400 placements that are still working today. When people ask "How are you different from other offshore recruiting companies?" This is what I tell them. My first five hires are still here after two years. That doesn't happen by accident. It happens when you find the right people, pay them fairly, and give them something meaningful to build. Most companies treat offshore talent like disposable resources. We treat them like the A players they are. The results speak for themselves. PS - If you want to find offshore A players >> https://lnkd.in/gu6r-ztV

Two years ago I hired five people offshore at Pavago All five are still here. My marketer has been with me since we had zero ad budget. My recruiter stayed when everything was done in manual spreadsheets. My ops guy believed in the vision when we barely had operations to manage. Today they're building systems and running operations I couldn't have dreamed of myself. Now Pavago has a team of 20 people. All offshore. All attached to the mission. Here's what I did differently. I didn't hire cheap. I hired right. Found people who wanted to build something, not just collect a paycheck. Paid them double what they were making locally. When revenue was inconsistent for months, they stayed. When we had to pivot and rebuild everything, they took initiative and solved whatever problems came up. When I had no clue what I was doing half the time, they stayed. Because they weren't just employees. They were partners in building something meaningful. They're the reason Pavago works. Why we have over 100 companies trusting us with their growth. Why we've made over 400 placements that are still working today. When people ask "How are you different from other offshore recruiting companies?" This is what I tell them. My first five hires are still here after two years. That doesn't happen by accident. It happens when you find the right people, pay them fairly, and give them something meaningful to build. Most companies treat offshore talent like disposable resources. We treat them like the A players they are. The results speak for themselves. PS - If you want to find offshore A players >> https://lnkd.in/gu6r-ztV

Question for the folks reading this. Who's the best B2B marketer you know? 👀 Don't be shy to tag them below hehe.

People need to feel like the work they do is important to do their best work One of the best way to raise your team’s level is to: Remind them that what they are doing is valuable. They’re not pouring a coffee, they’re helping someone start their day with a smile They’re not responding to email, they’re helping people solve problems in moments of crisis They’re not fixing an HVAC system, they’re helping a family feel comfortable in their home People do better work when they believe it matters

A hidden characteristic of A-Player's? Disagreeableness. We kind of think that we want great collaborators. People who can “jump on board,” “row in the same direction,” “keep the peace.” These are all cliches for people who maintain the status quo. True A-Players are uniformly terrible at that. They are not here to make friends. They are Mission Driven not Driven to Fit-In. By definition, people who create change upset the system. Change is a friction heavy event. You need your team full of people with the conviction to generate friction. Friction sharpens blades and lights fires. A-Players love friction. A-Players prioritize quality not consensus. Hire A-Players.

Everyone keeps asking, “Will AI replace employees?” But the real question is: What happens when your employees use AI better than anyone else? Here’s a story: My Chief of Staff, Bilal (based in Pakistan), noticed something in our sales process: Reps were waiting days to get feedback on their calls. By the time we reviewed things, momentum was gone. The learning moment was missed. So what did he do? Built an automation that sends every sales call to a custom-trained AI and returns instant feedback on what to improve. Tone. Talk ratio. Clarity. CTAs. It’s all there — within minutes of the call ending. The result? Our conversion rate went up by 15%. From one system tweak. Driven by someone who cared enough to fix it. That’s the future. Not AI vs employees. AI + A-players. The tech is powerful. But the people who know how to use it? They’re the real edge.