Eva Spexard

In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

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Success in Recruiting: Knowing Which Screw to Turn   Many in sales might have heard about the "Knowing which screw to turn" story. (If not, check this blog: https://lnkd.in/dFJtJEwN).   Our partner Hendrik often shares this story with new recruiters. Why? Because most people underestimate what recruiters do, and new clients often question our fees. Here are some of my thoughts on the matter:   Our fees are not based on placing one candidate for one job opening. They reflect the time we invest – months, even years – building a solid network in niche markets like the SAP market. We cultivate long-term relationships with candidates, who are usually passively on the market, becoming their first point of contact when they are open to new opportunities. Our job is to build trusting relationships with clients who are waiting to hear from us with relevant candidates, not just to fill a quota, hit a billing target, or meet a KPI.   Interested in how we can help your company? Let’s talk!

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🌟 Engagement in a Remote-First Culture? Though one! 🌟 Ciao from Berlin! 📸 That's me in front of KaDeWe – just around the corner from KYP.ai Berlin office. I work remotely, but... ...I make it a point to travel and meet my colleagues in Berlin (Germany), Tychy (Poland), recently also at an off-site meeting in Tampa, FL with our US team and more locations. This isn’t about debating the pros and cons of working remotely. Instead, I want to share our secret sauce for making it work effectively. 🕵️‍♂️ Select the Right People If your plan is to get a remote job so you can slack off because no one is watching, KYP.ai isn’t the place for you. We thrive on accountability and discipline. We succeed not because someone is always watching, but because we go the extra mile on our own. What makes us great is what we do when nobody’s watching. That’s the spirit we’re after. If we can nail this, we’re off to a good start. 📅 Frequent Check-Ins We have our weekly All-Hands meeting—30 minutes, same time every week, structured agenda, and everyone’s there. We discuss the important stuff and, sometimes, the less important stuff too. Regular team and 1:1 meetings are crucial. Some meet weekly, some daily. Remote work means you miss those watercooler chats, the hallway hellos, and the restroom recaps. So, you need to reach out more often and with purpose. Sometimes, that purpose is just checking in and seeing how people are doing. As simple as that. ✈️ On-Site/Off-Site Meetings We have our yearly all-company events where everyone gathers (some travel 24 hours to get there!). We talk about direction, alignment, commitment, and recharge our batteries together for almost three days. Then, there are smaller team meetups, sometimes in our offices, ensuring they’re purposeful for alignment and relationship building. Other times, it’s in cafes or co-working spaces with a mix of colleagues. We do so much more to keep our remote culture vibrant and effective. That’s why we say we’re REMOTE-FIRST, not fully remote. We strive to make it fun and productive. By the way, this is also how we help our customers. We show them how work gets done in office, hybrid, and fully remote teams. Lower productivity isn’t the right excuse to drag people back to the office if you understand how they work and what productivity looks like. But that’s a story for another post. Got any good ideas on how to make remote-first work environments more engaging and productive? Share your thoughts! #RemoteWork #RemoteFirst #WorkplaceCulture #Engagement #Productivity #Leadership #Teamwork 🤝 Looking to Connect with HR Leaders Are you a senior HR leader from the SaaS start-up community. I’m up for a 1:1 benchmarking conversations. How can we scale our orgs from 100 FTEs to 200-300 and beyond? I’d love to build a Community of Practice where we can regularly meet and support one another in the challenges we face while building our unicorns. Sounds interesting? DM me please. 🦄

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BERlean IN Circle 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗣𝗮𝗻𝗲𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗢𝘂𝗿 𝗟𝗶𝗺𝗶𝘁𝘀 𝗮𝗻𝗱 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The Lean In evening on burnout at Scout24 SE wasn’t just informative—it was a reality check. It wasn’t the usual conversation about stress; it dove deep into what burnout looks like when it’s lived, and how we, as a society, need to do better. Fabienne opened with a clear breakdown of burnout’s stages, but what hit hardest were Kazia's and 🥙Abdo’s personal stories. They didn’t just describe burnout—they showed us what it feels like. Kazia’s analogy stuck with me: “If your leg is broken, you rest and let it heal. But with mental health, we push through until we completely break.” It made me realize how different we treat mental pain from physical pain—often ignoring it until we’re too far gone. Abdo’s story mirrored this struggle. He was deeply frightened to be seen by his work as "a broken man" who is no longer capable of handling his previous responsibilities. "You are not a broken human if you suffer from mental health issues." But what was most relieving, especially as a people leader, was Fabienne’s candid explanation of who is truly responsible for addressing burnout in organizations. It’s not just on managers or team leaders, but the responsibility of those 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗲𝗿𝘆 𝘁𝗼𝗽. “The responsibility lies with the owners and shareholders because they are the ones making the key decisions. It’s their job to ensure that healthy systems are in place from day one—because healthy is sustainable, and ultimately more profitable. If the CEO doesn’t buy into it, or the shareholders don’t care, nothing will get realized that actually matters.” People leaders can do everything in their power to support their teams, but if the company’s structures and values don’t align with promoting employee well-being, change will never take root. Fabienne also pointed out that companies often treat people like machines, planning workloads as if humans can perform at 100% every day. “We are cyclical creatures,” she said. Some days we perform at our peak, and other days we need rest—it’s simply part of being human. Yet, organizations often don’t account for this natural rhythm. Budgets and capacity plans are created with the assumption that people won’t get sick or need breaks. It’s this kind of thinking that drives burnout. Julia’s moderation let the conversation breathe, creating space for the raw emotions in the room. We didn’t just talk about burnout as a concept—we felt it, and that built a deep sense of empathy. Oliver S.’s BE LIGHT Now GmbH mediation app demo was brilliant, but what touched me most was seeing him later at the train station, quietly handing out leftover food to the homeless. No big announcements—just kindness in action. It was a reminder that compassion should always have a place in our busy lives. #MentalHealth

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Did you know that prioritizing mental health in the workplace is essential for both employees and organizations? At yesterday's event hosted nilo.health and Personio Jonas Keil, Michael Becher, Felix Berghöfer and I spoke about why this matters. With the ever-increasing demands of our fast-paced world, mental well-being has become a significant aspect of our overall health. When employees are mentally healthy, they can perform at their best, contributing to a thriving and productive work environment. 🌟 Here are a few reasons why focusing on mental health in the workplace is crucial: - Enhanced productivity: When employees have a healthy state of mind, they are more focused, creative, and efficient in their tasks. ✅   - Reduced absenteeism: Mental health issues are a leading cause of absenteeism. Addressing these concerns can significantly improve attendance and commitment. 📆 - Improved employee retention: A supportive work environment that prioritizes mental health can foster loyalty and reduce turnover, saving time and resources spent on recruitment and training. 💼 - Stronger team dynamics: Open conversations about mental health can lead to a more empathetic and supportive team, improving collaboration and morale. 🤝 - Better company reputation: Demonstrating a commitment to employee mental health can enhance your company's image and attract top talent. 🏆 Let's continue to break the stigma surrounding mental health and create inclusive, supportive workplaces where everyone can thrive. #MentalHealth #WorkplaceWellbeing #EmployeeEngagement #Productivity #CompanyCulture

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💥 A Research Survey - Employee Benefits in Germany - calling all Talent professionals in Berlin and beyond! Compensation & Benefits experts, talent leaders, and HR professionals - we're launching a survey on employee benefits in Germany—and we need your expertise! * Are you curious about how your benefits package compares with others?  * Want to see if companies are stepping up on equity, wellness perks, or remote work flexibility? Tristan Hamish Mackrory and I were curious, and this is how the survey was born, from a conversation in this Talent Crunch Berlin (TC) Slack Community. 🚀 This (anonymous) survey is part of our ongoing effort to support the talent communities by sharing trends on remote work, holidays, bonuses, and more. Your input is essential for creating a comprehensive overview of what benefits companies are offering in 2024. The survey takes just 3 minutes (12 Questions), and the results will be published on the > 30th of September 2024 <.  ⏰Deadline to participate: 20th of September. Help us create value for everyone by sharing your experiences and also, please help us share this with other communities you are part of, on LinkedIn and so on.  I will do the same 😁 https://lnkd.in/e_yQfcxx

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𝐃𝐨 𝐲𝐨𝐮 𝐡𝐚𝐯𝐞 𝐚𝐧 𝐢𝐝𝐞𝐚 𝐢𝐧 𝐭𝐡𝐞 𝐞𝐝-𝐭𝐞𝐜𝐡 𝐬𝐞𝐜𝐭𝐨𝐫.... .....that revolutionizes learning? Do you want to start up soon or have you recently done so? Are you still looking for customers? Are you interested in the German-speaking market? Then we should talk! #edtech #investor #hrtech

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Global mobility is no longer just about expat assignments. Our co-founder, Daniel Zinner, joined HHL Leipzig Graduate School of Management for their HHL Impact Series to talk about how remote work and international hiring are redefining global mobility. Daniel discussed a number of topics, including: 🟣 How digitisation and a global mindset are the keys to driving sustainable organisational performance. 🟣 Why modern leadership is more than managing people—it's about engagement, empowerment and fostering collaboration across cultures. 🟣 Why he thinks networks and ecosystems will be the drivers of business growth and innovation over the next few years. 🟣  His excitement that Leipzig is turning into a hub of change and leading the way in business and cultural innovation. Watch the full interview here: https://lnkd.in/ecGxFdf2 #GlobalMobility #Leadership #SustainablePerformance #Innovation

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Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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🚀 Buying is the new recruitment + TURBO for development In today's fast-paced business world, German SMEs are finding success through strategic partnerships with startups, even on a smaller scale. 🌟 Let’s consider the example of “CarTech”, a Berlin-based startup that developed an AI-powered platform for optimizing used car sales. In 2024, Auto 1 Group, a major European used car trading platform, acquired CarTech. The integration of CarTech’s technology streamlined Auto 1 Group’s processes, improved pricing accuracy, and expanded its market reach across Europe. This successful acquisition played a pivotal role in Auto 1 Group’s transformation to dominant players Excited to explore similar opportunities for your SME? Join us at the Bright Future Event, where we'll dive into real-life examples of German SMEs teaming up with startups and the game-changing results they've achieved. Exited to meet: Andy Zurwehme (eROCKIT AG), Paulina Tsvetanova (CEO & Founder PAULINA‘S FRIENDS Couture) ,  Mathias Tholey  (NU Company, Schokolade) and many more.... But wait, there's more! I'll be sharing practical tips on how startup teams can seamlessly integrate into SME environments, fostering innovation and driving mutual success. Check out: www.spitze-bleiben.de Thanks Ulf Leonhard for organizing. Don't miss out on this chance to unlock the potential of collaboration and propel your business forward. See you at the event! ✨ #BrightFuture #SMEs #Startups #BusinessGrowth #Innovation #Management #HumanResources #Technology #Future

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📚 Book Recommendation: Stand Firm by Svend Brinkmann 📚 In a world that constantly pushes us to be more flexible, more adaptable, and more self-improving, Svend Brinkmann's "Stand Firm" offers a refreshing counter-narrative. This thought-provoking book challenges the pervasive culture of continuous self-improvement and relentless positivity that often leads to burnout and dissatisfaction. Brinkmann, a psychology professor, argues for the value of standing firm in one's beliefs and commitments, rather than endlessly chasing change and self-optimization. He draws on philosophy and psychology to provide practical advice on how to maintain a stable and fulfilling life. His seven-step guide includes: 1️⃣ Cut out the self-help: Instead of constantly seeking to improve, learn to accept and appreciate yourself as you are. 2️⃣ Focus on the negative: Embrace life's challenges and difficulties rather than avoiding them. 3️⃣ Put on the No hat: Set boundaries and learn to say no to unnecessary demands. 4️⃣ Suppress your feelings: Find a balance between emotional expression and stoicism. 5️⃣ Sack your coach: Rely on your own judgment and values instead of external motivators. 6️⃣Read a novel – not a self-help book or biography: Engage with literature that broadens your perspective and empathy. 7️⃣Dwell on the past: Reflect on your past experiences to understand yourself better and gain insight for the future. "Stand Firm" is not just a critique of the self-help industry; it's a call to live a more meaningful, grounded, and resilient life. If you're feeling overwhelmed by the constant pressure to improve and succeed, this book might just be the antidote you need. Have you read "Stand Firm"? I'd love to hear your thoughts and takeaways! And thanks to our People House the LEGO Group reading club for sharing this gem 💎 #BookRecommendation #PersonalDevelopment #MentalHealth #WorkLifeBalance

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Many have tried, many have failed. I feel honored. Really, I do. But dear event organizers, we honestly cannot go on like this.... Just today I received two invitations of in-person events in Berlin. Awesome, right? Getting to know people, maybe get some food, network, be merry. But not a single one of the many requests I got this year either a) mentioned that they remembered my immunocompromization nor did it b) contain any reference to viral grade air filters. I get it, not everyone remembers. But not a single event having filters? Even though we know that flu, covid, and the like all spread via aerosols. I mean, sure, go ahead and have 30 % of your team be sick after team events... Your risk... I feel really happy when people reach out to me. They should, however, think about how they can keep EVERYONE safe in this. We need a pivot. And I won't stop until I see some change. (Or I can be the change myself, watch this space) Until then, dear esteemed organizers of Berlin and yonder shores, we won't get together... sad for you, sad for me (but sadder for me, tbh). Can we effect some change and make sure we keep our collective working capabilities for years to come??? The difference could lie in a simple 600 € filter 😉

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Recruiting & KI: die Chance auf mehr Diversität https://lnkd.in/de7S7mVH AI is revolutionizing HR and Compliance, bringing innovative tools to the forefront that numerous companies are already utilizing. One key area of impact is in creating job advertisements. AI can also streamline the candidate selection process, saving valuable time. As highlighted in the "Powercouple AI & Work Environment" event, AI has the potential to break down stereotypes by operating without emotional bias. However, the effectiveness of AI in reducing discrimination hinges on the quality of the data it is fed. It's crucial to remember that AI can only be as unbiased as the input it receives. #AIinHR #FutureOfWork #Innovation At this event I was sharing exciting news from our Global Business Program FH Joanneum For the first time, 8.March.2024 Graz, Austria, students from Korea, China, Brazil, Spain,.. had the opportunity to take their "HR Management for Humans" exams in their native languages. By leveraging #AI technology for translations into English and German, we're not only enhancing accessibility but also ensuring that assessments are fair and truly reflective of the students' knowledge. This is a significant step toward creating a more inclusive and equitable learning environment. #GlobalEducation #InnovationInLearning #HRManagement VOESI-WOMENinICT EU4DUAL - The European Dual Studies University AIDEdu Project CoFunded by EU simplifAI ARS - Akademie für Recht, Steuern & Wirtschaft #EU #students #universities #Erasmus

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🔥 Get exclusive access to the Product Discovery Cheat Sheet 🔥 with 26 Product Discovery Methods that will enable you to "build the RIGHT THING" and not just "build the THING RIGHT" for your users. At konversionsKRAFT AG, we collected the most relevant methods that we have used in order to help our clients build and grow their digital products - you can use this board to evaluate your status quo and select the matching methods based on where you stand. To get access, follow these simple steps: 1️⃣ Connect with me and Anastasia Shvedova 2️⃣ Like this post ❤️  3️⃣ Comment on this post ("Brilliant, I want access!") 🚨 Disclaimer: this is the first version of the Product Discovery Cheat Sheet and we are looking forward to your questions and feedback while you are using it. Please feel free to approach us any time with your thoughts! #productdiscovery #discoverycheatsheet #productexperimentation #cromethods #testing #experimentation #growthmarketingsummit #growthmindedsuperheros #productmanagement

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Sifted recently wrote: “The spread of AI and other tech tools is turning HR into an analytics game. Future people managers will need to decide how to interpret data and how those interpretations ultimately affect workers. Algorithms, in other words, will help — and perhaps also hurt. There will surely be occasions when HR managers are better off leaving the tech to one side altogether and tackling issues the old fashioned way.” I agree - AI is transforming HR departments by automating tasks like recruitment, payroll, and employee performance analysis. It enhances efficiency, reduces biases in hiring, and helps HR professionals focus on more strategic functions. However, while AI can streamline operations, it cannot replace the human touch required to nurture a positive company culture. Good managers, particularly in people and culture roles, are still essential for building trust, empathy, and personal connections with employees. Their leadership ensures that AI-driven processes are balanced with a deep understanding of individual needs, fostering a healthier, more engaged workforce. Whats your view on AI in HR? ➡️ We are currently pro-activeley looking for pre-seed Startups 🚀 & Business Angel 💸 whom are interested in Investments in the area of AI in HR Tech. ⬅️ ######################## With allygatr🐊, we invest in young HR tech start-ups and help them scale rapidly. We’ve successfully guided companies from 0 to 1 million ARR in no time, brought several ventures to further financing rounds (Seed/Series A), and achieved successful exits. With over 70 investors, access to 30,000 decision-makers, and a sharp focus, we are THE HR Tech Investor. If you’re an investor, startup, or HR expert, send a DM to get involved! #hrtech #allygatr #hrtechallyance | hrtechallyance ########################

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🎉 𝗜'𝗺 𝘃𝗲𝗿𝘆 𝗲𝘅𝗰𝗶𝘁𝗲𝗱 𝘁𝗼 𝗮𝗻𝗻𝗼𝘂𝗻𝗰𝗲 𝘁𝗵𝗮𝘁 𝗜 𝗷𝗼𝗶𝗻𝗲𝗱 𝗝𝘂𝗻𝘁𝗼'𝘀 𝗖𝗛𝗥𝗢 𝗮𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗰𝗼𝘂𝗻𝗰𝗶𝗹 𝗮𝘀 𝗮 𝗳𝗼𝘂𝗻𝗱𝗶𝗻𝗴 𝗺𝗲𝗺𝗯𝗲𝗿! As a partner providing tailormade leadership development programs to its clients Junto's belief is that People & Culture needs to have a seat at the C-level table - ultimately business performance can only be sustainably reached through and with people 💡 I couldn't agree more - and I'm thus very much looking forward to work with Junto's founders Marius Hepp and Johannes Schnell-Kretschmer, helping them to develop innovative products that help people teams to unleash their full potential 🚀 Couldn't be happier to do so in the amazing community of three thought leaders who already represent the people function at the C-level table, too: 💪 Annika in der Beek, who I deeply admire for breaking down the most complicated issues to their essence to build solutions out of them and who was recently appointed Statista's first ever CPO 💪 Roxana Dobrescu, a professional globetrotter in the work context, well-versed and who led people teams through hypergrowth at Glovo and now as CPO at commercetools 💪 Miriam Sternitzky (née Rabung), who I highly appreciate for being a tireless networker, for bringing people together and for being a role model for sharing is caring and who serves now as CPO at Westwing after a dream career in the firm I believe that to shape the future of HR, it will take more than just us - it will require an entire village: ➡️ Who are the People & Culture leaders who have inspired you the most? Tag them in the comments 👇 #hrrocks #chrocouncil #junto #leadership

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🌟Portfolio insights: HR Tech 🤖 One of our investment focus areas is #HRTech, where we can rely on the extraordinary expertise of our #superangel Stefan Menden, who founded several companies in that space (e.g. squeaker.net GmbH) and built a large portfolio ever since turning investor via MVC Menden Ventures and the HR Angels Club 👼🏼 Jointly, we have already invested in 7(!!!) truly amazing companies (Wandel.com, CareerOS, Jamie, Huzzle 💚…and 3 still undisclosed champions). So when it comes to identifying the next big trends and the most promising tech companies in this space, Stefan is THE go-to #expert! 😇 It is no surprise, that he is the 'VC Voice' for July at UNLEASH, profiling leading investors in the HR tech space 🎉 Stefan shares so many valuable insights on what future challenges startups need to solve for their HR customers, you certainly don’t want to miss out checking out the full article (link in comments 👇🏼) Stefan, we are #superthrilled to have you as part of our #superangels family and we can’t wait for our next joint deal! 🚀 #VCVoices #HRtechstartups #HRtechinvestments #portfolioconstruction #investwiththebest #businessangels #superangels 🌟 Rudy Rüdiger Fajen, Katja Ruhnke, Conny Hörl, Johannis Hatt, Jan Dzulko, Martin Ostermayer, Florian Huber, Dr.-Ing. Claudia Nagel, Björn Jopen, Manuel Bönisch, Marc Schuler, Sebastian Johnston, Christoph Zoeller, Volker Rofalski, Matthias Helfrich, Marc Müller, Prof. Dr. Roland Fassauer, Hanna Marie Asmussen, Raffaela Rein, Anna Alex 🌟 😇 Franzi Majer, Alexander Brand, Florian Gottschaller 😇

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💼 Looking to save up to 30% on your new office rent? 💼 For businesses and startups in Germany, the GRW subsidy can be a game-changer when it comes to reducing operational costs. In our latest guide, we walk you through everything you need to know about how to leverage this subsidy and save BIG on your workspace expenses. ✨ Why should you read it? - Step-by-step guidance to navigate the application process ✅ - Tips to optimize your workspace strategy 🏢 - Discover coworking solutions that can maximize your savings 💰 - Get a free consultation from One Coworking 🆓 👉 Take action now: Don't miss out on this opportunity to cut costs and grow smarter. Read our full guide here: https://lnkd.in/dyc-W_vG #businessgrowth #coworkingspace #officerent #costsaving #workspaceoptimization #GRWsubsidy #businessoffice #startup #grants #subsidy

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