How Airwallex Maximises Team Performance During COVID-19

With a large proportion of the workforce being thrust into remote working so abruptly, we’ve been exploring how teams are set up for success, specifically in Product Management. Who better to discuss distributed teams with than Rylan Dawes, VP of FX Product at Airwallex.  Airwallex was named by KPMG as Australia’s highest ranked Fintech in the 2019 Fintech100 report, and their products are taking the world by storm. They seem to have read the play early when they launched their borderless cards product earlier this year, just before our borders literally closed.  Embracing remote working during COVID-19 Middleton Executive Director, Jade Bennett, spoke with Rylan about how this high-growth fintech unicorn is supporting their remote teams during this challenging pandemic. Here’s what Rylan had to say about Airwallex’s approach to embracing remote working and how they’re supporting their teams with this transition.   Jade:  What has been Airwallex’s stance on working from home?  Rylan:  At Airwallex, flexible working arrangements have always been extended to our employees depending on their circumstance or need. Whether someone needs to tend to a sick child, oversee house maintenance or needs a different environment to focus on deep work, the option to work from home for the day is available to them.  However, having a few team members occasionally work from home isn’t quite the same

How Product Managers Can Thrive In A Distributed Work Model

By Jade Bennett We’re currently experiencing an unprecedented moment in time with the escalating impact that COVID-19 is having across the world. Our Australian Prime Minister Scott Morrison called this a “once in a hundred-year event”. Like many of you, I have experienced a roller-coaster of emotions ranging from stress, fear and sadness for humanity. But instead of feeling hopeless, I’ve been searching for ways to help our community face this challenge. It’s taken me by surprise how novel an idea remote working is for so many companies and their people. Establishing Middleton Executive three years ago as a remote-first business was risky. The recruitment industry was very traditional and often had a culture of ‘presenteeism’. Working remotely has not hampered our ability to support our candidates and clients to meet their business objectives. In fact, we’ve been able to thrive as a remote-first business. I’ve found myself thinking about the Product Management community we serve; the impact this way of working might be having. Specifically, Product Managers, both teams and individuals who are not accustomed to the remote working model. I figure, here is my opportunity to help my Product community! Words of Product Wisdom Reaching out to my network of Senior Product Leaders who have experience with distributed teams of Product Managers, I asked for their help in

Are Your Position Descriptions Biased?

By Jade Bennett. Diversity in Tech is a widely discussed topic, and has been for some time now with businesses becoming acutely aware of the many benefits that come from having a diverse and inclusive workplace. As tech recruitment specialists it’s exciting to witness first hand, the growth in companies committed to diversity. At Middleton Executive we’re seeing more businesses develop both enterprise-wide and grassroots initiatives in an effort to attract more women to the workplace. Mind your language This progress is encouraging. But we’re still seeing the use of interesting language in position descriptions, job advertisements and interview questions. Language that inevitably and unintentionally results in women opting out of the process. Language that hinders their opportunity to be considered favourably or fairly. For the most part, this is unconscious bias. It’s the language people have been accustomed to using and how roles have been positioned within organisations historically. Descriptive language that gets used to make a business or a role sound cool and appealing, such as: ‘Do you want to work in a fast-paced, high powered start-up unicorn?’ ‘Are you an expert with all things Product/ AWS/ Node’ (you get the gist)?’ Or how about… ‘If you’d like to finish your day with a kick-ass game of table tennis and a cold beer, this is the role for

5 Ways To Get Your Tech Recruiter Working For You

By Jade Bennett Recruitment agencies tend to get a fair bit of bad press with ‘recruiter bashing’ rife on social media. Like most professions, be it legal, accounting, and even technology, there are great operators and, let’s just say, some not so good operators. But more often than not, recruiters are doing their utmost to connect jobseekers with great employment opportunities.  For jobseekers in the tech space there’s a lot to be gained by carefully selecting a professional tech recruitment partner to represent you. “Why?”, I hear you ask. Because if you build a good relationship with a specialist tech Recruitment Consultant, they will become your greatest ally as you navigate your career throughout the years. I’d like to share a few tips on how jobseekers can partner with tech recruiters (in particular) to maximise their career opportunity, but first, I think it’s important to clarify some recruitment agent misconceptions upfront.  Firstly, recruiters do not derive fees from jobseekers; they are paid by their clients, whom they have more than likely had long standing relationships with.  Secondly, recruiters typically spend a significant amount of time mapping out the tech market landscape, locally and globally, to source the best people for their clients. When they contact you the jobseeker, take it as a compliment. They’ve identified something about you that’s made