Replacing Limiting Beliefs with Empowering Beliefs

Posted on October 30, 2023 by Hayim Makabee
Man using scissors to remove the word can’t to read I can do it concept for self belief, positive attitude and motivation

Beliefs are principles of behavior on which we act as if they were true. We build our beliefs based on our experience, and in turn, our beliefs influence our experiences. Our beliefs make some experiences possible and others not.

A belief is a public declaration of our way of seeing the world. To give an example, “money doesn’t buy happiness.” Each person has their own beliefs. There will be those who do not agree with the above and think that “having money is the only way to guarantee that our basic human needs are fully met.”

Some of our beliefs can limit our possibilities, and for this reason they are called Limiting Beliefs. In contrast, other beliefs may expand our possibilities and as such they are called Empowering Beliefs.

Limiting Beliefs

Limiting Beliefs are those things you believe about yourself that place limitations on your abilities. These Limiting Beliefs are a way of observing the world from perspectives that do not allow us to progress in many areas of our lives, depriving us of thriving as a person.

A Limiting Belief is something that manifests itself in your mood or something you believe about yourself that, in some way, conditions you. All of us have some beliefs that limit us, but if we learn to identify them we can avoid them proactively.

Limiting Beliefs are simply assumptions about reality that are not true. For our actions to have the greatest positive effect, we need to have beliefs that are as close to reality as possible; Deceiving ourselves will take us further from the goal.

These Limiting Beliefs tend to be based on certain experiences or on ideas and norms that we have acquired from our culture, education or peer group.

Examples of Limiting Beliefs

  • “I’m not able to do business, I’m too honest for this kind of negotiations.”
  • “It is impossible for me to be a public speaker, I’m too afraid to face an audience.”
  • “I can’t have serious relationships, probably I will never get married.”
  • “I’m incapable of learning a foreign language, it is too difficult for me.”
  • “I do not deserve to lead this project, I do not have the right skills.”

Empowering Beliefs

Empowering Beliefs, on the other hand, are responsible for improving our mood and self-esteem. Empowering Beliefs are those that help us move towards the goal that each of us sets for ourselves. They are beliefs that drive you to grow, to enhance the best in yourself and to meet your proposed goals.

These Empowering Beliefs come from the information and experiences that a person stores in the subconscious at different times in their life. When we have encouraging experiences, we have the strength, energy and inspiration to develop a positive and enthusiastic personality towards the world.

These are some of the characteristics of Empowering Beliefs:

  • They do not limit. They motivate us to achieve something specific.
  • They encourage the person to bring out the best version of themselves.
  • They help us to develop our full potential, focusing on achieving our goal.
  • They generate action, they do not paralyze, but rather they invite us to carry out actions.
  • They provide security and positive motivation.

Examples of Empowering Beliefs

  • “With great dedication, I will be able to learn French in a short period of time.”
  • “I already have many achievements and I will continue to be successful.”
  • “The selection process is tough, but I am prepared for the exams and interviews.”
  • “There are many candidates, but I am more qualified than most of them.”
  • “Although I have not found the perfect partner yet, it is just a question of time.”

Conclusions

A Limiting Belief can block you and not allow you to carry out actions that are totally logical. In contrast, an Empowering Belief can lead you to achieve the most impossible challenges. Therefore, changing your beliefs can change your life experience, and improve your life in a very decisive way.

It is important to recognize which are our Empowering Beliefs to find a way to continue enhancing them, and identify which are our Limiting Beliefs to find a way to change them.

Posted in Coaching, Efficacy | Tagged , | 1 Comment

Optionality: a Strategy for Continuous Professional Development

Posted on September 30, 2023 by Hayim Makabee

We live in a time of constant change and extremely rapid technological progress. Some professions are disappearing and new professions are being created.

You will probably be forced to change professions during your lifetime. Most people will not retire in the same profession in which they started their career.

The big challenge for professionals in the modern world is that they never run out of options if they are forced to change careers. In other words, our goal is to always have good alternatives if we need to look for a new job or a new source of income.

The risk of the modern world is not just being unemployed. The risk is becoming obsolete. Being obsolete means having no options.

Optionality

What is Optionality? Optionality is a strategy to always increase our number of options.

In the context of our careers, the objective of the Optionality strategy is to guarantee that as a professional you will never be considered obsolete. We want to ensure that you will always have job offers and will always be able to find alternative sources of income.

In general, it is considered natural that a person’s options are reduced as they get older. We consider it normal for a professional over a certain age to become outdated and have much more difficulty getting a new job.

Thanks to the strategy of Optionality, we can achieve exactly the opposite: the older we get, the more alternatives we will have. We will never become obsolete, we will always be in-demand professionals.

Developing New Skills

To increase our number of options, it is necessary to constantly develop new skills. The secret is that while knowledge may become obsolete or a specific profession may disappear, our abilities never lose their value.

Skills serve as multipliers of our potential. Nowadays a large number of people have access to university studies that give access to good jobs. But if you want to really stand out in your profession, you need to develop a series of other skills that differentiate you from other professionals in your field.

This is the meaning of your Unique Value Proposition = How do you stand out from other professionals? Why are you different?

For example, most people are afraid of public speaking. If you can develop the ability to give talks, you will have an advantage over other professionals.

Another example, many competent professionals miss opportunities to be promoted because they never developed their team leadership attributes. Thus you can increase your chances of being promoted by investing in acquiring leadership skills.

Skills are Transferable

As we discussed earlier, most people will be forced to change careers during their lives. This means that part of their knowledge and experience may become useless in their new jobs.

Depending on your current occupation, some knowledge or experience may become irrelevant when you are forced to look for a new job. But skills that have been useful in the past generally continue to be valuable when a person makes a career change.

For example, if you have developed the ability to negotiate, this will be beneficial in a wide variety of situations. A person who knows how to defend their interests will always have an advantage over other people who are less assertive.

An aptitude, once conquered, will never become obsolete. Throughout history we have seen the disappearance of many professions and the emergence of others. But human abilities such as soft skills have been basically the same since time immemorial.

Posted in Efficacy | Tagged | 2 Comments

Leveraging Internal Generative Models: Unleashing the Power of Proprietary Data

Posted on August 28, 2023 by Hayim Makabee

Introduction

In recent years, generative models have transformed the landscape of Artificial Intelligence (AI) and Natural Language Processing (NLP). One remarkable example is the GPT (Generative Pre-trained Transformer) series of models developed by OpenAI. These models have demonstrated the ability to generate coherent and contextually relevant text, enabling applications like ChatGPT, which engages in human-like conversations.

Building upon this technology, companies can harness the potential of an Internal GPT: a generative model trained on their own proprietary data and internal documents. This article delves into the concept of the Internal GPT and outlines the numerous benefits it can offer to organizations across various domains.

The Concept of Internal GPT

The concept of the Internal GPT is similar to the concept of the Intranet. In the same way that the Intranet was used to give access to information that is private (proprietary) to some company or organization, the Internal GPT can be used to ask questions about topics that are specific to some company or organization, and get answers that are based on existing internal documents, wikis and emails.

The Internal GPT concept revolves around training a generative model using an organization’s internal data. This data may include company reports, emails, internal wikis, presentations, customer support interactions, and any other proprietary textual content. The model learns from this data and becomes proficient in understanding the company’s language, context, and domain-specific knowledge.

Approach: How to build an Internal GPT

Large Language Models (LLMs) such as the famous ChatGPT were built using public information available on the Internet (including articles, blogs and books). The Internal GPT models can be built by extending existing LLMs with additional texts. These texts can be extracted from wikis or from platforms such as Confluence. A professional Data Scientist knows how to create a new model combining the previous (public) model with the new (private) texts.

Benefits of the Internal GPT

When an employee asks a question using the Internal GPT, the answer he/she will get will be based on both the public and the private information. In other words, the answers will be based on a combination of public knowledge and proprietary documentation.

Therefore these answers will be unique:

  • The Internal GPT will generate answers that cannot be generated using ChatGPT.
  • The Internal GPT will provide answers that cannot be found in internal documents only.

In other words, this Internal GPT, combining public and private information, will be smarter than ChatGPT and also smarter than any existing platform inside the corporation.

Potential Applications of the Internal GPT

1. Enhanced Document Generation: An Internal GPT can generate coherent and relevant text, which can be incredibly useful for creating internal reports, presentations, and other documents. It can summarize complex data and offer insights in a language consistent with the company’s style.

2. Efficient Customer Support: By training the model on historical customer support interactions, an organization can develop an AI-powered assistant that understands common queries and provides accurate responses, relieving the burden on human support agents.

3. Knowledge Management: Internal GPT can serve as a smart search tool, making it easier for employees to find information within the organization’s vast knowledge repositories. This can expedite decision-making and enhance collaboration.

4. Automated Content Creation: From blog posts to marketing materials, an Internal GPT can aid in generating content, saving time and effort for content creators while maintaining brand voice and consistency.

5. Strategic Planning: By analyzing large volumes of internal data, an organization can leverage its Internal GPT to identify patterns, trends, and insights, thus supporting strategic decision-making.

6. Training and Onboarding: The model can assist in creating training materials and onboarding guides for new employees, ensuring a smooth transition into the company’s processes and culture.

7. Risk Assessment and Compliance: Internal GPT can assist legal and compliance teams by analyzing contracts, regulations, and internal policies, thus mitigating risks and ensuring adherence to guidelines.

8. Innovation and Idea Generation: When employees need inspiration or brainstorming assistance, the model can provide novel ideas based on its analysis of the organization’s historical data.

9. Personalized Communications: Marketing and sales teams can use the Internal GPT to craft personalized messages for customers, tailored to individual preferences and behaviors.

Conclusion

The Internal GPT represents a transformative leap in harnessing proprietary data for enhanced productivity, innovation, and decision-making. By training a generative model on internal documents, companies can create a customized AI assistant that understands their unique language and context. From generating documents to optimizing operations, the applications are diverse and impactful across industries. As the technology advances, organizations that embrace the power of Internal GPT stand to gain a competitive edge by unlocking the hidden potential within their data.

Please contact me if you would like to learn more about how to build an Internal GPT.

Posted in Data Science, Machine Learning | Tagged , | Leave a comment

Searching for a Job in a Difficult Market

Posted on August 23, 2023 by Hayim Makabee

It is August 2023 and the hi-tech job market is very difficult. Here in Israel there are probably thousands of software developers, data scientists and QA engineers looking for a new job, but there are relatively very few open positions.

This situation is aggravated because many of these people looking for a job don’t have much professional experience. There are many young developers that graduated recently from universities, courses and bootcamps. Most of them are looking for their first job as a programmer, and many of them didn’t even have the opportunity to do an internship.

Israel also has many immigrants (which here are called New Olim). In the last 18 months, tens of thousands of people immigrated to Israel from Russia, Ukraine and Belarus. Among them, there are many engineers. These immigrants in general have previous experience, but it is difficult for them to find a job because they need to learn Hebrew and because they do not have a professional network in Israel.

As a consequence, recent statistics about the Israeli job market show that a junior developer may need 12 months on average to find his/her first job. This is lots of time: one year looking for a job! For any normal person this is a very difficult and challenging process.

In the rest of this article I will address two ideas: alternative ways to search for an interesting occupation and opportunities to use your time effectively while you search for a job.

Alternative ways to search for an interesting occupation

Let’s start with a famous joke:

A policeman sees a drunk man searching for something under a streetlight and asks what the drunk has lost. He says he lost his keys and they both look under the streetlight together. After a few minutes the policeman asks if he is sure he lost them here, and the drunk replies, no, and that he lost them in the park. The policeman asks why he is searching here, and the drunk replies, “this is where the light is”.

This joke illustrates the streetlight effect, or the drunkard’s search principle, which is a type of observational bias that occurs when people only search for something where it is easiest to look.

So now let’s say that you are a software developer or data scientist that lives in Israel. Do you need to search for a job only in Israel? Of course not! We are in 2023! Now, after the Covid Pandemic, we understand that professionals that do intellectual work can do their jobs 100% remote.

Thus you can live in Israel and work for a startup company in the United States, or participate in a project in the UK, or develop a system together with engineers in Germany and Holland. Your geographical location is not important, and therefore you should not restrict your job search to the country in which you have your residence.

Another question: Why have a single full-time job, when you could have multiple part-time jobs? If it is so difficult to find an open position as an employee in some company, I think it is time to consider being a freelancer and offering your services to people that may hire you, paying you per project or per time.

Again, it is 2023! This idea of having a full-time job as an employee is a very old concept, and today there are many more interesting options. This includes alternatives in which you will work less, make more money and have more fun.

I recommend you register to freelancer platforms and offer your services as a software developer. There are many such marketplaces for professionals looking for projects. The companies that use these marketplaces to search for service providers do not care about where you live.

Opportunities to use your time effectively while you search for a job

People normally say that searching for a job is a full-time job. But I think that this is what happens when unemployed people are sending too many CVs, or, like we say here in Israel: “shooting in all directions”.

In my opinion, the job search should be very focused. As a potential candidate you should send your CV only when relevant. I think it is a big waste of time for all parties when a person applies to some open position to which he or she does not have the qualifications.

Then the question: what should you do with the rest of your time while you search for a job? I think this question is very important, in particular in the context that the average job search can take almost a year.

I think that while you search for a job, you should invest in your education and the acquisition of new skills. And this is particularly important if there are new technologies that could give you a big advantage if you were able to learn them.

So let’s say for example that you are a PHP programmer. At this moment there is much more demand for Node.js developers. So perhaps while you search for a job using PHP you should also learn to program in Javascript.

Or let’s say that you are a software engineer but you think that Artificial Intelligence is fascinating. Then perhaps you should invest in doing a Data Science course and learn at least the basics of Machine Learning.

And obviously, if you are a new immigrant in Israel, you should learn Hebrew. It is possible to find a job in Israel if you only know English. But of course it is a clear disadvantage if you are not able to communicate with your co-workers in their own language.

In the case you don’t have any professional experience, you should search first for a non-paid internship. During the internship you will have the opportunity to work on a real project. Later you can use this internship period as a reference when you search for a paid job.

Finally, while you are unemployed it is very important to invest in Networking. Go to professional Conferences and Meetups, introduce yourself, make new contacts, perhaps even new friends. Who knows? Perhaps one of your new contacts will offer you an opportunity. There is such a thing called Luck, but you need to actively promote Serendipity.

Conclusions

Is it difficult to find a job?

  • Start searching where you have not been searching. You can work for any company, in any project, anywhere in the world.
  • Start searching for different kinds of occupations. You don’t need to be a full-time employee. You can be a freelancer and work part-time in multiple projects.

Do you have free time while searching for a job?

  • Do courses.
  • Acquire new skills.
  • Do a non-paid internship.
  • Invest in Networking.

Feel free to share other ideas in the comments below. Good luck!

Posted in Efficacy, Hiring, Israel | Tagged , , | 1 Comment

Presentation: Networking vs. Reputation (with video and slides in English)

Posted on August 8, 2023 by Hayim Makabee

A couple of months ago I presented a webinar in which we discussed the importance of our Reputation in our personal and professional development, and in particular in our job search. I explained why Networking is not enough, and how to really create the opportunities we want.

In this talk I shared useful guidelines about how to manage and develop your personal Reputation. I focused on providing practical advice about how to create opportunities by generating value to the people in your professional network.

You can see my slides and video below.

Managing your Reputation from Hayim Makabee

Here is the video of the talk (in English):

If you would like to contact me on the Dooiu platform, and ask for a personal mentoring session over a paid call, please fill this form.

If you have questions or suggestions, or if you would like to share your personal experience, please use the comments below.

Posted in Efficacy, Hiring, Social Networks | Tagged , , | Leave a comment

Interview about our startup Dooiu a Social Fintech

Posted on July 23, 2023 by Hayim Makabee

I was recently invited by Sabra Tech (in Brazil) to present our startup Dooiu that is an innovative Social Fintech. Below is the video of the interview (in Portuguese) with my presentation followed by some interesting questions and discussion.

Dooiu is a platform from which two or more people can make calls and exchange knowledge for money. Dooiu is a solution for communicating to each other and making payments in a simple and clear way. It allows those who sell their time as teachers, consultants, or experts to increase their income and grow professionally. Also, it enables any person who wants to consult on any topic to pay a fair price for the services received.

Special thanks to Fernanda Toros who invited me to talk about our startup Dooiu.

Posted in Dooiu, Israel, Startups | Tagged , , | Leave a comment

Interview about the Israeli Startups Ecosystem

Posted on July 3, 2023 by Hayim Makabee

I was recently invited by the Câmara Brasil-Israel de Comércio e Indústria (Cambici) in Rio de Janeiro to share my experience as an entrepreneur in Israel. Below is the video of the interview (in Portuguese) with some interesting insights. I think you will enjoy it if you are interested in learning more about the Israeli Startups Ecosystem. In the first 20 minutes of the video I explain about our startup Dooiu, in which I’m currently the CTO. In the last 20 minutes I discuss some of the unique characteristics of the Israeli culture that make it so suitable to entrepreneurship.

Special thanks to Henriette Krutman and Mauro Wainstock who invited me to share my experience.

Posted in Dooiu, Israel, Startups | Tagged , , | Leave a comment

The Importance of Feedback for Personal Improvement

Posted on June 23, 2023 by Hayim Makabee

Most people today are seriously involved in some effort to develop new skills or some other initiative for personal improvement, like acquiring better habits. However, when we invest our time and energy in such goals, it may be difficult to measure our progress. This difficulty to assess our results may be very frustrating.

In my opinion, the best way to measure our progress when learning new skills or developing better habits is to implement feedback mechanisms. These feedback mechanisms are the tools we can employ to actually guarantee that we are moving in the right direction, and have concrete metrics about how fast we are moving in this direction.

How to receive feedback?

Feedback mechanisms are very important in any activity you undertake to gain experience. For each type of activity you should plan the most efficient type of feedback. Planning the feedback mechanisms is an integral part of the plan for each personal or professional development initiative. Without this kind of feedback, your plan won’t be complete and you won’t be able to learn what you need to learn.

A basic feedback tool is questionnaires. At the end of each activity, both face-to-face and online, you can send a questionnaire to the participants. The answers will be very useful for you to identify your strengths as well as your weaknesses.

Furthermore, if you repeat a type of activity frequently, the feedback will allow you to identify trends: Do you have clear indications that you are improving? Are you becoming more experienced? Are you receiving less criticism? Are the people who are participating in these activities becoming more satisfied than before?

For example, if you’re leading a team, you might want to ask the people you’re leading to provide you with some form of feedback on your performance. In general, in any professional environment you should ask for the feedback of all your co-workers, and not only the opinion of your superiors or people who are managing you.

Outside the professional context, it is also possible to do a general feedback exercise, in which you can ask your friends to describe your main qualities. The responses you’ll receive can be quite surprising.

For example, I recently asked 20 friends to describe 3 of my qualities. Several people wrote that I am honest, trustworthy, with integrity. This surprised me. Obviously I believe that I really have these qualities, and they are very important to me, but that’s not what surprised me.

What surprised me was to see that for my friends my honesty was a quality that stood out and deserved to be mentioned as one of my main qualities. Then I understood that these friends of mine probably considered me much more honest than the average person, and that’s why they trusted me a lot. Of course it was important for me to be an honest person, but I discovered that for my friends my honesty was even more important.

Now think about your case. What are your main qualities? Perhaps you also have some attributes that are considered outstanding and much above average? I recommend that you also do this exercise with your friends.

Immediate feedback from Social Networks

Social networks certainly have many flaws, and they are heavily criticized for that. But one of my favorite aspects of social media is the ability to get immediate feedback from a wide range of people.

When you make a post on a social network like Facebook, that post will be immediately judged by your audience, who will react with likes and comments. So we can say that a post was successful if it generated a lot of likes and got a lot of positive comments.

Obviously, these likes and comments are very good for our ego, and can even create a certain dependence. There are people who are addicted to likes, and even get depressed if they make a post that receives few likes.

But if you’re really committed to developing your content generation skills, this feedback is essential. The likes indicate that your post is well written, that it is relevant, and that people agree with your way of thinking.

Thus, these skills that you develop on social media can become useful in a completely different context, like for example at work, when you need to send an email or write a comment or a post in a Slack channel.

In the case of LinkedIn, when you generate content you are exposing yourself to other professionals like you. This can have a direct impact on your reputation. If people like your content they will remember you, and this can generate opportunities for new projects and partnerships.

Please notice that it’s not about you aiming to become a digital influencer, or a “top voice”. You don’t have to strive to create content on a daily basis to impress others with your wisdom. Personally, I only write when I feel inspired and when I think I have something really interesting to contribute to my contacts.

The goal here should really be to create value for your network. So when you write a post, you must think that you are using a part of your time creating content that can be useful for other people. When you get likes and positive comments, it means these people recognize that the content you’ve created really has value to them.

In Summary

Whenever you plan some personal or professional development activity, such as learning new skills or acquiring better habits, make sure also to integrate the appropriate feedback mechanisms that will enable you to measure your progress. For example, you can send questionnaires to your friends and co-workers, and you should also use the immediate feedback you can get from social networks.

Good luck!

Posted in Efficacy, Social Networks | Tagged , | Leave a comment

Prompt Engineering is not a Profession

Posted on May 21, 2023 by Hayim Makabee

Prompt Engineering is not a profession. Prompt Engineering is a skill. It is the ability to write effective prompts for Generative Models like ChatGPT, and it can be potentially useful in many professions.

In the same way that millions of professionals use Word and Excel in their daily jobs, people will need to write prompts for Generative Models to accomplish their tasks. But this does not mean that there will be a category of specialists that will be paid to spend most of their time writing good prompts. If you don’t like the example of Microsoft Office, we could also say that ChatGPT is only a tool, in the same way that Figma, Jira and Git are tools.

But in my opinion it is even more important to understand that the effective usage of Large Language Models (LLMs) such as ChatGPT requires Domain Knowledge. A professional must have previous experience with the domain in order to write good questions, and also to be able to validate that the responses produced by the model really make sense.

A person must have previous Domain Knowledge to be able to write a really effective prompt in this domain. So, for example, if you would like to ask ChatGPT to produce an amazing travel itinerary to some touristic destination, you must include in your prompt the important aspects you are looking for. If you are not able to determine the building blocks that compose a great travel itinerary, you will not be able to optimize your prompt.

Besides that, Domain Knowledge is required to understand if the response produced by the model is correct and complete. It is a well-known fact that LLMs can hallucinate, generating answers that sound plausible but actually are plain wrong. Very often also the results produced by these models are incomplete, missing important information. Only a person that has experience with the domain will be able to identify if the text that was generated by the model is wrong or incomplete.

Therefore, the conclusion is that there will not be such a thing as a generalist Prompt Engineer. In many professions, people will be required to learn how to write good prompts. The professionals who will become the best prompt writers will combine their ability to use Generative Models with their previous Domain Knowledge.

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Working Effectively with Interns

Posted on April 24, 2023 by Hayim Makabee

Do you work with interns in your company? As a leader, are you able to motivate people to contribute to your company even if they are not being paid?

In the picture below I’m with my nice team of interns: Boris Vasilev (a Software Developer), Denis Laevskiy (a Data Scientist), Peter Lunev (a Software Developer) and Roman Fomintsov (a QA Engineer). They don’t get a salary, but even so they are giving us a big contribution. What is the secret?

Without a concrete payment, the main extrinsic motivation they can get from their internship are the relevant experience and the possibility to mention our company in their CVs. But this is not sufficient.

As any other collaborator, interns also need intrinsic motivation, in the form of Autonomy, Mastery and Purpose:

Autonomy means that people should have some level of control about how they perform their jobs. In other words, workplaces should avoid having strict rules and allow employees to have some freedom. This is reflected very well in a quote by Steve Jobs: “It doesn’t make sense to hire smart people and tell them what to do. We hire smart people so they can tell us what to do.”

Mastery is the feeling that we are acquiring new skills, learning new subjects and developing our potential. In other words, employees should be able to grow while performing their jobs. At the same time that they are executing work-related tasks, they should feel that they are improving their capacity to perform these tasks.

Purpose is achieved when employees understand the importance of their work, and believe that they are contributing significantly to reach their project’s goals. In general a true feeling of purpose requires the employees to identify with the company’s vision and mission statements. They can only be really engaged and motivated when they feel part of something bigger.

Thus, as a leader, first of all I need to make sure that our interns do not feel different from the other employees in the company. I must guarantee that our interns will also have a sense of Autonomy, Mastery and Purpose.

But interns are special because they deserve more Attention and more Contact with the other employees. This attention and contact enable them to have a very rich and valuable experience, according to their expectations.

Regarding Attention, we must make sure that the interns are always able to make progress in their tasks and that there are no obstacles. Interns require more attention than more experienced employees because they may be ashamed to ask for help. But we must be very careful to avoid micromanagement.

It is also very important for interns to have Contact with other members of the team, including people that are not directly related to the tasks they are performing. These interactions among the interns and other collaborators in the company is a very relevant experience for them, and in general the interns really enjoy talking to co-workers who can provide them valuable insights.

I would like to thank my partners Eli Berger and Jake Gillis from Israel Experience, Maaian Plescov from Israel Tech Challenge (ITC), Tal Yaron from iNT College – Institute of Innovation and Technology and Or Adi from TAMID Group. We really appreciate that over the years you have sent us such nice interns. 

I must say that my experience working with the interns is very pleasurable. I don’t really understand all these managers that complain about working with Millennials. If I can motivate a young person working for free, I guess any competent manager should be able to obtain good results from young people that also have a nice salary.

Posted in Efficacy, Hiring, Israel, Startups | Tagged , , , | 3 Comments