🧠 Career Talk | Don’t wait for the title to show the skills If you’re building your admin career, take ownership of updating the escalation playbook. Platform changes create opportunities to demonstrate your value. This is one of them. With Slack support moving into the Salesforce Success Plan model, admins can help their teams understand where to go, who owns the case, and when to escalate. Start with these questions: • Who can open a support case? • Who coordinates issues involving Slack and Salesforce? • What business impact does support need to understand? • When should the account team get involved? Taking ownership of that process demonstrates communication, operational leadership, and an understanding of how your platform supports the business. You don’t need to wait for a new title to start showing those skills. Save this for your next admin team meeting. #Slack# #Salesforce# #SlackAdmin# #SalesforceAdmin# #AdminCareer# #CareerGrowth#

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→ accelerate career growth for community members → build clear pathways for leading global talent to enter the ecosystem → share the value we create with the ecosystem so @Solana will win.

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the best decision i’ve made in my life was starting to post consistently on X. in the last 8 months i’ve posted 1,780 times, generated 16.6M impressions and grown to 10k+ followers. posting has led to career growth, friendships, conversations with founders i never thought i’d meet and relationships with some of the smartest people in fintech, ai and banking. my whole thesis with content is simple: people are on social media to either be educated or entertained. i choose to educate. i’d much rather have 10,000 CEOs and founders follow me because they genuinely get value from what i share than have 100,000 random followers who don’t care about anything i say. everything in life is a people game. your network truly is your net worth, and the internet gives you the ability to build both at a scale that was never possible before. if you have something valuable to say, start posting. there is almost no downside and an insane amount of upside. if you ever need help growing your brand or figuring out what content to post, feel free to reach out. always happy to share my secret sauce :)

I know guy who couldn’t write basic code but still cracked campus placements by cheating. Thought they’d be exposed after joining. Instead: promotions, awards, career growth. Entry is hard but Survival is easier than we think.

Years ago, I hired a killer Director of Finance and Ops. He was a hard charger, high potential guy. I was lucky to land him. But I also knew if I didn't show him career growth, he'd be gone in two years for something with more headroom. He ended up as COO and stayed for seven years. He grew with the company and was a huge part of our success. When you hire someone ambitious, be cautious about handing them the final title, full scope, and full team on day one. Bring them in as Director or VP. Increase their scope as they prove they're great. After a few years, a C-level title can be on the table. High-drive employees are up or out. They have options. Before you bring one on, you need to have a plan for where their career can go inside your company (and save the C-level titles for after they've proven themselves).

I turned 23 this year, so I’m in the unusual position of having close friends who are recent college grads while also running a large company. Friends often ask me for career advice, and these are my top 5 recommendations: 1. Growth — the largest contributor to your career growth is the company's growth. Choose companies with strong revenue traction and growth. 2. Market — choose a company that is a market leader in a market that is small today, but has the potential to be > $100B / year market. This creates durable long-term growth and is the opportunity to build a $1T company. 3. Talent density — working with smart people will accelerate your learning velocity. However, IQ alone is insufficient if they lack revenue growth and market growth. 4. Intensity — if you choose a company for work-life balance, that will strongly correlate with companies less likely to grow quickly and gain market share. 5. Compounding — pick well and focus on growing your career and equity there over 5+ years. None of the most successful people are job hoppers.