Foxy

We're #hiring a new CoS for Culture in Delhi. Apply today or share this post with your network.

We're #hiring a new Back End Developer in New Delhi, Delhi. Apply today or share this post with your network.

We're #hiring a new Brand Manager - Skincare/ Derma in Vasant Vihar, Delhi. Apply today or share this post with your network.

We're #hiring a new Brand Manager - Skin care / Derma in New Delhi, Delhi. Apply today or share this post with your network.

We're #hiring a new Creative Designer in Vasant Vihar, Delhi. Apply today or share this post with your network.

We're #hiring a new Category Manager in New Delhi, Delhi. Apply today or share this post with your network.

Ok“Culture eats strategy for breakfast”. An infamous quote from Peter Drucker. Yet we often forget this. Culture isn’t neat, it doesn’t fit easily into charts and it isn’t easy to shape. One of the powerful shaping tools for team culture are the rituals we follow. At Foxy, we have crafted these new rituals in 2024 to nudge culture toward better execution. 1. Daily team huddles covering “closures” and “help”. No progress updates. Latecomers pay for chai. 2. Weekly “all hands” in which a new person from each team shares the closures the team is proud of, failures suffered and learning’s from those failures. Leadership speaks only once a month. 3. Self nominated trainings twice a week on a variety of topics from acronym decryption to digital marketing. 4. A new internal tool “Zero Follows” to automate “follow ups” These rituals were designed in team breakouts and have taken root incredibly quickly. The impact is phenomenal. Same strategy. Different results. Big shout out to some of the young architects of these latest rituals. Tanya Christiana Ishwinder Kaur Ishita Sharma saksham agrawal CA AYUSH KANODIA Anirudh Bakshi Sneha G. Be like them. We have roles in Revenue Management, Analytics, Performance Marketing, Content Operations and Category Management. Apply at https://lnkd.in/gQEuNxuG. What drives your unique culture? Nikhil Gilani Chandranshu . Vidisha Singh

Over the last few weeks, as we have shared profiles of our star employees, we have been inundated with applications (and flattering copycats!). Our processes are adaptingand we apologize for the delays as we fix. We are early-stage and run a lean team. This creates opportunities for young stars to shine, minimizes politics, and provides a rich learning environment. But it isn’t for everyone. In our interviews, we try to explain what helps some succeed at Foxy to encourage self-selection. 1. Self-organization and output orientation. Foxy has a maximum of two layers and gives big jobs to young people. This creates room for growth but also has limited supervision. Organizing and prioritizing your work is critical to thriving in this environment. Managing your absence is your responsibility. If you prefer task-level management by your manager, you will struggle to produce outcomes at Foxy. If you can digest the outcomes (or better set your own) and prioritize your work, you will get high degrees of freedom and gratitude from your managers for freeing up their time. 2. Structure and metrics. The organization runs on spreadsheets and automation to stay lean. All manual work is through spreadsheets which once stable are automated. Some candidates are naturally numerically oriented and structured. They constantly make themselves redundant and naturally rise in the org. 3. Bias for Action and Ownership. We don’t have perfect answers, we don’t have all the resources. But we have a permission-less environment (ie ask for forgiveness, not permission). You are expected to be versatile, spend time in the market, and figure things out moving immediately from decision to action. If you think we need an offsite, organize it. If we need a better office, find one. You are the org 4. Internalization of failures. Lean teams are frightening, in that they expose your development areas very quickly. Failures are imminent and learnings are celebrated weekly. If you externalize failure (ie. abc is responsible), learnings are weak and are bound to repeat. If you internalize (ie. I should have done xyz differently), you will change something and take responsibility. Openness to feedback and seeking it accelerates growth like no training can. 5. Motivation and drive. Learning, growth opportunities, money, lifestyle, control, support, etc. Everyone is driven by different factors. Those driven by learning and growth thrive most. While we are competitive in our neighbourhood (early startups, e-commerce, beauty) and offer great hikes and ESOPs to performers, those driven largely by money will always find better pay at larger companies or professional service firms. So these are the things we look for. If you see a fit, please apply at https://lnkd.in/gQEuNxuG. We have roles in Revenue Management, Analytics, Performance Marketing, Content Operations and Category Management. Nikhil Gilani Chandranshu . Vidisha Singh