We are looking for Interns
Do you have a Growth Mindset ?
If you love the buzz of a start-up and like innovation, are IT savvy with a marketing outlook, keen to learn/grown and are self organised but thrive in a dynamic environment then talk to us
Everyone gets the freedom to do their best work and the responsibility to achieve excellence. We value honesty, transparency, and courage. We do not control or have a policy for everything, but we are not for everyone. Please read carefully the below description before sending your CV.
Our approach is to coach not micro manage.
Person Profile
We believe teams self select, so you should look to join a company where you feel at home and you fit in with the team. So let us tell you about the kind of people we are looking for.
Self Starter
We look for people that take initiative and want to do a good job. Team members are expected to be proactive.
Adaptability
As we are a young company, adaptability is key as new activities and tasks arise. People who understand the importance of adapting to changing situations and project evolve. They also know how to take precautions when working on issues that can have an adverse effect on project timescales or quality.
A team player
We need staff members that can work well in teams and that the team can rely on.
Commitment to succeed
We want people that know when they need to stay after hours (occasionally) to take care of a situation and do what it takes to succeed individually and for the team.
High sense of urgency
We have an ambitious and challenging timescales. We want people who have this sense. It places an emphasis on getting important issues resolved. We need people who know when it’s “all hands on deck.”
Technical competence
We want and need competent people. But competence doesn’t necessarily mean the employee has to have all the answers. Those that are capable of finding the right answers to solve new problems are our jewels and very valuable resources to the team.
Solid communication skills
We need people with the ability to communicate effectively with others. A “super professional” is limited if he can’t communicate well to develop a new enhancement or fix a problem. Strong verbal and written communication skills can set us apart from our competition.
Strong follow-up skills
Nothing is more frustrating than to have an employee drop the ball by not following up on a commitment or issue. It can probably do more harm to the credibility of the organisation than anything else—even incompetent work—as hard as that might be to believe. Good follow-up skills are essential.
Low maintenance
We want people that require low management maintenance. Employees that have to be constantly directed or supervised need to be in a different organization. We are a small and nimble company. We want the company to be effective and able to run well even when the “boss” is not around. We want to manage our staff by coaching, career development, performance planning, and feedback.
