When Design Brewery founder Prashasti Ranjan reluctantly agreed to an interview during COVID-19 layoffs, she had no intention of hiring anyone. But Nischal changed her mind with a single Excel sheet detailing exactly how he could contribute to the company. In this revealing conversation with Rajeev Soni, discover how Nischal's innovative triple check-in system transformed remote work management, his transparent approach to client relationships, and his journey from project manager to business leader. This episode offers essential lessons for both hiring managers seeking exceptional talent and professionals looking to stand out in competitive job markets. Learn why "movement is not progress" became a company mantra and how creating clear growth trajectories keeps top performers engaged and motivated.

Must-Listen Quotes

1. "So by the end of the day, he came up with an Excel sheet with primary, secondary, tertiary roles and responsibilities that he would like to take up at Design Brewery. With that, I had no other choice but to just say yes." (00:00)

2. "Nobody was looking at hiring. Everybody was looking at layoffs rather." (15:14)

3. "We had two proverbs or statements that we were making within the organization. One was around 'don't take life too seriously. Nobody gets out alive anyways.'" (21:48)

4. "Movement is not progress." (21:48)

5. "I appeared for these exams for NIFT, NID, IIT without even studying for them. And I cleared all of them in the first attempt." (03:23)

6. "It's about how you handle that difficult situation is where Nischal came in. And one thing that works really well in this situation is transparency and honesty." (13:27)

7. "Nischal didn't come up with vague, broad level answers. He came up with very specific aspects that he could add value to." (16:11)

Key Takeaways

1. The Power of Initiative in Hiring: Nischal turned a courtesy interview during COVID layoffs into a job by creating a detailed Excel sheet outlining exactly how he could contribute to the company with primary, secondary, and tertiary responsibilities.

2. Effective Remote Work Management: Implementing a triple check-in system (morning, afternoon, evening) helped maintain team coordination, provide support, & keep everyone aligned during the sudden shift to remote work during COVID.

3. Proactive Problem Identification: A key quality of exceptional employees is the ability to foresee problems before they become crises, particularly with client relationships & project timelines.

4. Transparency with Clients: Being honest and transparent with clients about potential delays well in advance builds trust & allows for collaborative problem-solving rather than last-minute panic.

5. Supporting Superstar Employees: To retain top talent, leaders should provide challenging roles, appropriate recognition/rewards, & clear growth trajectories so employees can envision their future within the organization.

6. Key Hiring Markers: When recruiting, look for ownership (not blame-shifting), responsiveness (punctuality & communication), and subject matter expertise that's continuously updated.

7. Macro vs. Micro Communication: Professionals should present the big picture first in interviews rather than diving into technical details, allowing interviewers to choose where to explore deeper.

8. Company Culture Philosophy: The mantra "Movement is not progress" reminds team members to focus on meaningful outcomes rather than just activity or hours worked.
   

Links & Resources

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Prashasti Ranjan on LinkedIn: https://www.linkedin.com/in/prashasti-ranjan/

🔗 Nischal B R on LinkedIn: https://www.linkedin.com/in/nischalbr/

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