Podcasts about nearsoft

> Sign Up For Our Newsletter: http://www.firsthuman.com/being-human-newsletter/   This week, I sit down with Roberto Martinez, co-founder of the software company Nearsoft. As a follower of famous business radical Ricardo Semler, Roberto built a company culture based on: No formal hierarchy Meaning and belonging as foundations Transparency and decentralisation The number one message from Roberto that I took away from our conversation is that if you want a vibrant, humane culture, you've got to find ways to have everyone participate. We talk: We talk: Cooking for the team High participation *and* fast decisions Handling transparency in larger organisations Letting go of hierarchical mental models

Matt Perez realised that his successful career as a boss in a Silicon Valley tech company had made him a worse person and so he co-founded Nearsoft in 2007 to be a company that works for everyone. His recent book, Radical Companies Without Bosses or Employees, takes self-organisation one step further to include co-ownership so that people aren't dependent on what he calls ‘enlightened monarchs.' We talk about what he's been learning, including the development of a distribution mechanism that decentralises ownership and supports egalitarian and equitable wealth sharing based on contribution. Resources: Matt's book ‘Radical Companies' Related Leadermorphosis episodes: Listen to the episode with Anabel Montiel to learn more about Nearsoft Listen to the episode with Jabi Salcedo and Dunia Reverter from K2K

Jorge Silva is the co-founder of 10Pines, a self-managing software development company in Argentina. We talk about three key practices they have as a horizontal organisation, what they’re learning, and Jorge’s vision to spread this way of working in South America. How to follow Jorge: Twitter: @jor_silva Resources: A web page about 10Pines’ culture Jorge’s blog about how 10Pines does recruitment More about Loomio, the tool they use for decisions The Leadermorphosis episode with Anabel Montiel from Nearsoft, a self-managing software company in Mexico

Esta semana nos visitó Marcela Torres, cofundadora de Holacode. Marcela nos cuenta un poco su historia de cómo entró en la industria de la tecnología en LATAM y cómo llego a su posición en Holacode. Entramos a cómo hacer un proceso de reclutamiento para gente técnica o cómo manejar momentos complicados en una startup. En el proceso de la entrevista también discutimos sobre cuáles deberían ser tus consideraciones a la hora de entrar en una empresa de producto sin background técnico o hard skills que tienes que tener para poder integrarte a un equipo técnico. Por último, Marcela nos habla sobre diferentes hábitos y herramientas que están impactando su vida para tener una rutina más eficiente con disciplina y foco.Te recomendamos:Perfiles sociales de Marcela:Twitter: https://twitter.com/marcetorresgLinkedIn: https://www.linkedin.com/in/marcelatg/MIT: https://www.technologyreview.es/listas/35-innovadores-con-menos-de-35/2019/emprendedores/marcela-torres-mexicoEstos son los enlaces a los temas de los que hemos hablado:Holacode: https://holacode.com/about-1Hooks: https://es.reactjs.org/docs/hooks-intro.htmlEmpleo en Nubank: https://boards.greenhouse.io/nubank?gh_src=f35a5fb11Empleo en Stripe: https://stripe.com/es/jobsLa dura realidad de fundar y dirigir una Startup (Freddy Vega de Platzi): https://youtu.be/jQ19FCO4MYAInteresante: https://interesante.com/Nearsoft: https://nearsoft.comCompensación, riesgos y crecimiento: https://claudiocossio.com/post/611591386089865216/compensación-riesgos-y-crecimiento-el-arranqueLibros de Reid Hoffman (https://www.reidhoffman.org/books/)Síguenos en Twitter:Danny Prol: https://twitter.com/DannyProl/Claudio Cossio: https://twitter.com/ccossioEstamos en todas estas plataformas:Apple Podcasts: https://podcasts.apple.com/ca/podcast/saas-product-chat/id1435000409ListenNotes: https://www.listennotes.com/podcasts/saas-product-chat-daniel-prol-y-claudio-CABZRIjGVdP/Spotify: https://open.spotify.com/show/36KIhM0DM7nwRLuZ1fVQy3Google Podcasts: https://podcasts.google.com/?feed=aHR0cHM6Ly9mZWVkcy5zaW1wbGVjYXN0LmNvbS8zN3N0Mzg2dg%3D%3D&hl=esBreaker: https://www.breaker.audio/saas-product-chatWeb: https://saasproductchat.com/

027 Nearsoft la empresa mexicana SIN JEFES parte 1 / Matt Pérez   Este es el último de los episodios con Matt Pérez, esta vez hablamos sobre cómo hacer presupuestos es un desperdicio. También nos contó a lo que le llaman “Success coach” que tiene un rol para facilitar la comunicación que funciona como un intermediario con los clientes para cuando tienen alguna queja o duda, pues al no haber jefes ya tienen con quién hacerlo.   También nos compartió que más que Autoogestión, sociocracia, holocracia y las demás cracias ellos se definen como Hazloportimismocracia que es la única que funciona.   Así mismo, hablamos de los beneficios que tienen los clientes por tener un proveedor que se autogestiona, de los códigos libres de vestimenta y de cómo se inspiró en la vida de los piratas   Este episodio es patrocinado por Significados Compartidos, una empresa fundada por Marco Rodríguez y Ángel Calderón   @empresariosdisruptivos @angellopolis1 @marcorodram www.significadoscompartidos.com    “music by audionautix.com”.

Esta es la parte 2 de la charla con Matt Pérez. La recomendación es escuchar primero la parte 1 para entender mejor el contexto.   En esta parte hablamos sobre la cultura mexicana y latinoamericana para vivir una experiencia de organizaciones sin jefes y que el sistema actual de nuestra forma de vivir nos condiciona a no ser adultos.   También nos contó que previo a que vendieran Nearsoft el 33% de la compañía era distribuida entre todos los colaboradores. Y cómo hacen el reclutamiento en este tipo de empresas.   @angellopolis1 @marcorodram @empresariosdisruptivos

With the increasing need for software development, finding the right talent to meet your company's needs is vital. Many are turning to engineers in Mexico to build integrated teams. In this episode, Adam Torres and Matt Perez, COO & Co-Founder at Nearsoft, explore the benefits of using engineers in Mexico to build software development teams. Follow Adam on Instagram at https://www.instagram.com/askadamtorres/ for up to date information on book releases and tour schedule.Apply to be interviewed by Adam on our podcast:https://missionmatters.lpages.co/podcastguest/

Otra de las entrevistas en el viaje a California fue con Matt Pérez, cofundador de Nearsoft una empresa casi 400 colaboradores que se dedica a ayudar a formar equipos de trabajo para empresas dedicadas al desarrollo de software, todos sus clientes están en Silicon Valley en California pero toda la operación corre desde México, específicamente en CDMX, Hermosillo, SLP y Mérida. La gran mayoría de los trabajadores son Mexicanos funcionando todos de manera autogestionada.   En esta primera parte estuvimos hablando sobre cómo nació la empresa, las distinciones con formas de transformación hacia la No Burocracia como Holocracia, Sociocracia, Co-ownership.   También nos compartió lo siguiente:   muchas de las decisiones son tomadas en algo que le llaman Leadership Teams No es bien visto pedir permiso Cualquier persona que pueda ser afectada por una decisión tiene que estar involucrada en la decisión   La plática principalmente está hecha en Español, pero Matt lleva tantos años viviendo en Estados Unidos que naturalmente nos hablaba también en Inglés   Y por último, quiero agradecer a mis compañeros y amigos de viaje Rubí Flores, Luis Piza, Marcial Quintanar y Eduardo Levy que junto con Matt Pérez logramos una entrevista muy enriquecedora.   @empresariosdisruptivos @angellopolis1 @marcorodram www.significadoscompartidos.com    “music by audionautix.com”.

Matt Perez (@matt_perez) nos acompaña en este episodio donde charlamos acerca de sus experiencias co-fundando Nearsoft y lo que implica construir una Cultura apropiada en tu lugar de trabajo.

Anabel Montiel, psychologist and People Developer at Mexican IT company Nearsoft, shares how she has helped the company grow to 300+ people without sacrificing its culture and what personal growth and development can look like in a horizontal organisation. She also talks about how feedback is built into the culture at Nearsoft, right from the onboarding process. How to follow Anabel: Twitter: @anabel More resources: Nearsoft website https://nearsoft.com/ Learn more about WorldBlu http://www.worldblu.com/nearsoft

Join us with for a fascinating conversation with Matt Perez, co-founder and COO of Nearsoft, Inc., a successful software development company with a freedom-centric culture. Learn how Matt and his co-founders intentionally designed Nearsoft as a self-managed organization that allows people and culture to flourish. Matt will share how Nearsoft's culture drives it success, sets the stage for its strategic decisions, and what organizations considering a freedom-centric culture need to know.

Nearsoft is a software development company with a distinct advantage in attracting and retaining talented developers. In 2007 it all started with 8 staff that is now 240 and growing world-wide. Co-founder Matt Perez is viewed as a pioneer in workplace innovation by my colleague Doug Kirkpatrick and in this interview you'll find out why. We talk about:How the company began - the inspiration for starting up as a self-managed companyHow staff initiated leadership teams function as a dynamic hierarchyThe role of transparency in replacing assumptions with real information and in reinforcing fairnessWhy there's more structure in self-managed companies than where power is centralizedThe inspiration and benefits to a healthy workplace environmentThe connection between playfulness and creativityHow to scale freedom to contributeHow decisions are made in an intentional and structured wayMatt credits the role of Ricardo Semler's book The 7-day Work Week and mentions participation in WorldBlu for freedom-centric companies. At the end, uou'll receive an offer you can't refuse from Matt who is committed and serious about helping other companies both make the transition to workplaces that work for people (including clients). Learn more at www.nearsoft.com Much thanks to Doug Kirkpatrick for continuing to steer me to companies leading the way in future workplace design happening today. Intro music is provided by Mark Romero Music. See acast.com/privacy for privacy and opt-out information.

Matt Perez has been in the technology industry for a very long time, working in both small and large companies.  Almost 10 years ago he co-founded Nearsoft with partner Roberto Martinez. Nearsoft helps their software development company clients grow development teams with engineers in Mexico. Clients can then reap the benefits of a team that speaks the same language and works in the same time zone. Currently, Nearsoft has around 200 employees and 3 offices in Mexico. Even more unique than their strong presence in Mexico is the fact that there are no managers or titles at Nearsoft… it is completely self-managed! According to Matt when people start working at Nearsoft it takes them a while to really believe that they don’t have a boss. They have an onboarding process that is currently being expanded from 2 to 6 weeks to help deal with that. The process highlights how to work with clients and communicate within the organization. New hires are assigned a mentor for any questions they may have. Everything, such as philosophy and values, is written so employees have context and know the appropriate things to do. It isn’t so detailed as step by step instructions but includes the necessary materials for employees to accomplish their goals. Nearsoft also encourages leadership teams as part of a decision matrix that spells out the types of decisions that are made around the company. Anyone can start a leadership team on any topic, from trivial to profound. Others can choose to sign up, and the only rules are to keep minutes and post them for transparency. Even if a decision is made that Matt and Roberto don’t agree with, they will do what the employees feel is in their best interest. Without a manager, employees remain accountable for their own work by using OKRs, or objective key results. They define personal and work-related goals that they want to accomplish for the quarter. Nearsoft has a very well defined governance framework. So employees should explore what they are doing to contribute to the company’s vision and purpose for the next 5 years.    What you will learn in this episode:   What it’s like to work at Nearsoft What self management is really like The concept of how to treat people like an adult Ownership by decision making Workplace flexibility Holacracy Pros and cons of this type of organizational structure Link From The Episode: Nearsoft.com (Music by Ronald Jenkees)