As the dreary funding winter soars, at e27, we are kickstarting a new article series Line of Hire to understand a company’s culture and hiring philosophies to empower tech workers with the right growth tools to enable business owners to attract talent.
Angeline Seah is the Co-Founder and Chief Product Officer at Virtualtech Frontier, a virtual and metaverse development company focusing on building engagement technologies and enabling metaverse ownership for everyone.
Seah thrives on building and improving things from the ground up. As the CPO of Virtualtech Frontier, she leads the product, engineering, and design departments. Her primary focus is developing a Metaverse development platform that empowers companies to enhance brand engagement and create new revenue streams. By enabling end users to express themselves freely and feel more engaged in the Metaverse space, Seah looks to bring people together without limitations.
In this episode, Seah shares her organisation’s culture and hiring philosophies.
Excerpts:
What personality traits/qualities do you look for in potential employees?
In the swiftly evolving realm of technology, an unquenchable thirst for knowledge and an unwavering commitment to continuous learning is of paramount importance. We highly esteem individuals who proactively pursue growth opportunities, assume greater ownership, and remain abreast of the latest industry trends.
Moreover, our prospective employees must demonstrate fearlessness when confronted with intricate predicaments. The tech industry frequently presents multifaceted challenges, thereby rendering problem-solving skills indispensable. The ability to be resourceful and possess a growth mindset holds tremendous significance to thrive as a formidable contributor within a tech startup.
Lastly, we seek individuals who can swiftly adapt to changes and wholeheartedly embrace innovation. With an abundance of novel technologies rapidly emerging, celerity is imperative. Adaptability ensures that our team can adeptly navigate dynamic challenges and effectively seize opportunities.
How do they fit into your company culture? Tell us a little more about your company culture.
At Virtualtech Frontier, we have a culture that revolves around moving fast, failing cheap, and pivoting quickly to achieve product-market fit at a rapid pace. Hence, we prioritise hiring employees who are fast learners, adaptable, and thrive on challenges, as these qualities align with our values and drive our success.
Fast learners quickly absorb new information, technologies, and processes, enabling them to adapt swiftly and contribute effectively. In our time-sensitive startup, their ability to grasp new concepts ensures we keep up with the evolving industry. Adaptability is also crucial in our dynamic market.
Our employees adjust strategies, approaches, and mindsets, embracing change for growth and innovation. This allows us to respond quickly to market shifts, customer feedback, and emerging trends, increasing our chances of achieving product-market fit.
In the present, Virtualtech Frontier transcends being a mere purveyor of metaverse solutions, embracing a more comprehensive identity that aligns with industry trends and fulfils the evolving needs of our clients.
Lastly, challenges are seen as opportunities in our culture. We seek employees energised by challenges, unafraid to push boundaries, take risks, and explore possibilities. Their drive to overcome obstacles fuels innovation and continuous improvement. With fast learners, adaptability, and a passion for challenges, we accelerate progress toward product-market fit, bringing fresh perspectives, innovative ideas, and a willingness to embrace change.
How do you foster transparency and encourage achievement in the workplace?
At Virtualtech Frontier, we prioritise implementing an open-door policy to foster transparent communication and cultivate trust among our employees. This policy ensures that employees feel secure in raising concerns about the company or their work to their managers without fearing retaliation. Instead, we aim to create an environment where employees feel heard and supported, promoting a culture of openness and collaboration.
We also regularly host sprint discussions, providing a safe space for all team members to share fresh ideas. Emphasizing the value of diverse perspectives, these discussions prove particularly advantageous in shaping our tech products to achieve optimal product-market fit.
In line with our appreciation for hard work and dedication, we actively encourage employees to express gratitude through thank-you notes or appreciative messages to colleagues who have excelled or made significant contributions. These expressions of acknowledgement are celebrated during our town hall sessions, fostering a positive atmosphere and reinforcing the sense of camaraderie within the company.
Do you have a mental health policy? What does that look like?
We have implemented an inclusive policy that strongly emphasises supporting and prioritising our employees’ well-being in all aspects, including their mental health. We are committed to providing the necessary resources and creating a safe and supportive environment where individuals feel comfortable discussing their experiences and seeking the help they need.
Additionally, we encourage our employees to take extended time offs when necessary to prevent the negative effects of excessive work pressures, such as stress and burnout. Our overarching goal is to cultivate a culture of inclusivity that not only values and supports the well-being of our employees but also fosters a deep sense of belonging and empowerment within our organisation.
By actively prioritising mental health and creating an environment that promotes open dialogue and support, we aim to create a workplace where everyone feels valued, respected, and motivated to thrive.
WFH or WFO, or hybrid?
As the CPO of an emerging tech company, I deeply appreciate the value of effective communication and the need to maintain a swift pace in our tech startup journey. In light of these considerations, I believe that prioritising a WFO approach would be beneficial over a WFH model.
Opting for WFO creates an environment that nurtures seamless communication and collaboration. The opportunity for face-to-face interactions fosters spontaneous discussions, brainstorming sessions, and prompt problem-solving, all crucial for product development and decision-making. Direct communication enhances clarity, reduces the chances of miscommunication, and bolsters team cohesion.
Given the fast-paced nature of our industry, rapid execution is paramount for our success as a tech startup. Being physically present in the office allows teams to access resources and tools swiftly and each other, facilitating agile decision-making and quick responses to evolving circumstances. This level of speed and adaptability can be more challenging to achieve in a remote work setup.
In an office environment, knowledge transfer and mentorship occur more naturally. The proximity to experienced team members creates an ideal setting for new employees to embark on a smoother onboarding journey while benefitting from sharing valuable tacit knowledge. This supportive mentorship and collaborative atmosphere contribute to personal and professional growth, fostering a vibrant and innovative work culture.
Nevertheless, I also acknowledge the significance of flexibility and work-life balance in promoting employee well-being. Therefore, a hybrid approach that allows our team members the choice to work from the office or remotely on specific days can be thoughtfully considered, ensuring the best of both worlds.
How should a tech worker prepare for the funding winter?
During a funding winter, tech workers should prioritise building their “fat” to navigate potential challenges and ensure long-term sustainability. Here are the layers of fat that I consider crucial:
First layer — Staying informed and diversifying skills
Tech workers should proactively expand their skill set to remain adaptable and versatile. This involves acquiring knowledge of emerging technologies, learning new programming languages, or developing expertise in complementary areas.
By diversifying their skills, tech workers increase their value and enhance their ability to take on diverse roles and responsibilities. Additionally, staying informed about industry trends, market developments, and funding patterns enables them to anticipate changes and adjust their strategies accordingly.
Second layer — Building a strong professional network and personal brand
Networking becomes even more crucial during a funding winter. Tech workers should actively engage in industry events, connect with professionals through platforms like LinkedIn, and seek mentorship opportunities. Building a robust professional network can provide valuable insights, potential job leads, and collaborations.
Moreover, they should strengthen their personal brand by showcasing their expertise, contributing to open-source projects, and seeking endorsements. A reputable personal brand enhances visibility and increases the chances of securing opportunities during challenging times.
Third layer — Financial preparedness
Maintaining financial stability is vital during periods of uncertainty. Tech workers should prioritise financial planning by managing expenses, saving for contingencies, and reducing debt. This prudent approach ensures they have a safety net to weather any financial challenges during a funding winter. It is crucial to have a sufficient runway to sustain oneself during difficult times, as unexpected job losses can occur.
By focusing on these strategies — staying informed and diversifying skills, building a strong professional network and personal brand, and prioritising financial preparedness — tech workers can fortify themselves and increase their chances of navigating the challenges posed by a funding winter.
Also Read: No achievement is too small, no individual is too junior to be highlighted: Zelia Leong of PraisePal
How do you measure the performance of your employees?
As a tech startup in the ever-changing tech industry, we prioritise maintaining a clear and consistent direction. Our guiding principle ensures all departments work towards a common North Star objective. KPIs at the departmental level form the core of our approach. Each department sets KPIs that align with our overarching goal, empowering teams to contribute while specialising within their expertise.
Recognising the constant evolution of the tech industry and changing client demands, we regularly review and update our KPIs. This process keeps our performance metrics relevant, reflecting the latest trends and technological advancements.
By aligning our KPIs with the dynamic tech landscape, we adapt to challenges and seize opportunities. This commitment to monitoring and adjusting our KPIs allows us to stay at the forefront of industry developments, maximising our potential for success in the rapidly evolving tech sector.
When hiring, will you consider a moderately skilled person with great honesty or a highly skilled person with less honesty?
Honesty is paramount to me when evaluating potential employees. It forms the bedrock of trust and integrity within a team, which is especially vital in a startup environment where collaboration and teamwork are essential. A culture of trust fosters open communication, innovation, and problem-
solving. Honest employees tend to take ownership of their actions, acknowledge mistakes, and
contribute to a positive and transparent work environment.
While skills can be developed and honed over time, honesty is deeply ingrained in an individual’s character. While highly skilled individuals bring technical expertise to the table, a lack of honesty can pose long-term challenges for the team.
Moreover, a candidate with great honesty exemplifies qualities like integrity, reliability, and ethical behaviour. These traits contribute to a robust company culture founded on shared values and a
a collective sense of purpose.
However, it is important to recognise that honesty alone may not suffice for every role within a tech startup. Specific skills and qualifications relevant to the position are undoubtedly crucial for delivering quality work. Nevertheless, when faced with the choice between honesty and skill, I firmly believe that a foundation of honesty establishes the groundwork for long-term success, teamwork, and positive work culture.
Do you encourage ‘intrapreneurship’ in your organisation?
At Virtualtech Frontier, we foster intrapreneurship by valuing individuals who demonstrate ownership and initiative. We celebrate those who make decisions driving company growth and explore innovative ideas to lead the industry.
For instance, my team uses a collaborative spreadsheet for idea-sharing. We aim to cultivate a culture where team members take ownership of their work and drive the product’s direction for the company and personal growth.
Encouraging intrapreneurship inspires creativity, autonomy, and excellence. When team members shape their projects and take ownership, they become more dedicated to achieving exceptional results. This approach fuels innovation and establishes an empowering workplace where everyone contributes to overall success.
How do you support upskilling for your employees?
Yes, we wholeheartedly endorse the concept of upskilling, recognising the importance of continuous improvement and skill diversification in delivering exceptional work and establishing a distinctive presence in the highly competitive landscape.
To facilitate this, we have allocated a dedicated budget specifically for employees to enrol in short courses that enhance their capabilities. Additionally, our managers actively invest their time and expertise in mentoring their team members, further contributing to their professional development.
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