- Cookie Dough Empire Sweet Loren gives a personal test For all possible appointments. Loren Castle says she is looking for positive and emotional people with energy to start running Sweets Startup in $ 120 million this year. Companies companies that cannot keep pace with madness will not make the pieces.
Myers-BRIGGS has found that many entrepreneurs have intermittent and intuitive features-ENFPs is like Quentin Tarantino, and ENTPS like Thomas Edison. When it comes to astrology, the largest executives in the United States probably To get a Taurus sign, such as Marc Zuckerberg.
Some characteristics can be linked to success, so the CEO uses a personal test to find stars workers and get rid of bad candidates. Lauren Castle, CEO of Frozen Cookie Dough Empire Lauren El HelouShe runs her work with startup capacity-and needs her workers to flourish this madness. Hand in the Castle Think The Cliftontrenties, evaluation of each candidate to sort to bad eggs.
One red flag you are always looking for? Companies Stiffness: “People who have a lot of companies training and are not experience with startups or smaller brands,” Castle explains to luck.
“I don’t know if they will really love this world. It is completely different.”
The CEO of the Millennium Company says that she looks forward to the failure of talents that have experience in companies and start, so she is ready for the intensity of small-sided business management-which has been rolled 97 million dollars In total sales last year, it has a $ 120 million operating rate this year. Sweet Loren expanded to 35,000 retail sites, and took over the frozen corridors from goalFull foods, Publixand KrugerAnd Wal Mart.
Green flags that you are looking for in talents, after previous employment problems
Castle says she did not always have a strong team behind her; Initially, it was difficult for her to fully understand how the culture in Sweet Loren would look like, and who would be the best people to work there. But now, she has an eye -catching eye to discover these green and red applicants.
“It is difficult to use the right team. This is the most difficult part of this: to really understand what your culture is and attract the best people,” says Castle. “Not everyone wants to work hard. It is certainly not easy – this is not a coastal function.”
“We are really aware of now when we build a difference,” she says, adding that when the candidate completes the test, she looks at: Is it an analytical? Are they really a strategy? Or maybe, are they sympathetic?
Castle is looking for employees with some basic features: they need a positive position, passion and teamwork skills.
“We have less than 30 people in our team, and we are running a profitable company,” he continues. “Therefore, we really need smart and passionate people – you can’t hide somewhat. We took some time to get there.”
There is another special castle that you are looking for in its following kind rental Lauren, which cannot be analyzed through the personal test: they must have relevant experience, even if they are not in the consumer -metabolic goods (CPG). One of the many things that you will not tolerate? Suspery seekers with great arrogance.
“We go out every team,” he says. “We go in open eyes wide open.” “They should not have the ego – we want everyone to lead to their personal investigation.”
Personal test submitted to each applicant
Personal and talent assessments such as Hogan and Myers-Bricgs are a business owner strategy in executing a talent set. Here is a peek at the recruitment test, they must go to work in Sweet Loren.
The Cliftonstrentss evaluation is a 30 -minute test by American Analysis, which analyzes unique skills, thinking patterns, feelings and behaviors. Questions are framed on a slide scale: she asks those looking for both analogy to evaluate both statements, each at the end of the opposition inquiry.
For example, the statement “I want everyone to like” at one party, while another says, “I want people to love me.” Applicants choose to test whether one advertisement “describes it strongly”, or floats on the “neutral” option in the middle if the echo of a statement does not hesitate.
Then the test classifies the results to 34 topics across four areas: strategic thinking, building relationships, influence, and implementation. Test staff can be described as talented in certain ways-they may be “educated” when it comes to strategic thinking, or that they are an excellent “developer” in building relationships.
This story was originally shown on Fortune.com
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