podcasts

You’ve got the funding. The roadmap. The all-star team that ships fast.
So why does it still feel like something’s off?

Speed might get you out of the gate, but it’s not what keeps you in the race. According to innovation strategist Julian Boxenbaum, the biggest factor separating startups that break through from those that burn out has nothing to do with pace… and everything to do with people.

In his conversation on Faces of Innovation, Julian shares why the real differentiator isn’t how fast your team moves, but how deeply they connect. Because the ideas that truly change the game? They don’t come from hustle alone.

They come from trust. From tension. From connection.

Keep reading to find out why your team’s next breakthrough won’t be built on speed—unless connection comes first.

WHY STARTUPS OBSESS OVER SPEED—AND WHY THAT’S NOT ENOUGH

Startups are trained to focus on rapid launches and non-stop momentum. Investors reward visible progress. Founders feel the clock ticking from day one. But Julian’s experience working with both tiny startups and giant corporates reveals what happens when teams treat speed as the end goal.

• When everyone races ahead, people lose sight of the bigger picture and start fixing surface-level problems.
  
  
• Silos form quickly, even in small teams, because there’s no time to share thinking or connect ideas across roles.
  
  
• Teams risk burning out and missing the “why” behind their work. The real opportunities go unnoticed because no one is looking up.
  
  

As Julian puts it, “If you understand those connections, you will have a successful outcome.”

WHAT “CONNECTION” REALLY MEANS FOR STARTUPS

Connection isn’t about having a friendly culture or open office plans. It’s about building intentional relationships between people, ideas, and skills. Julian’s approach—what he calls “connection design”—means setting up your team so the right insights actually reach the right people at the right time.

Here’s what that looks like in practice:

• People from every function are part of big conversations, not just their own lane.
  
  
• Teams ask “why is this the real problem?” instead of jumping straight to a solution.
  
  
• Leaders value curiosity, tough questions, and debates, knowing this is where the breakthroughs happen.
  
  
• Knowledge gets shared, not hoarded, so decisions get stronger with every project.
  
  

The startups that succeed aren’t always the ones that move fastest, but the ones that connect best.

HOW FOUNDERS CAN BUILD TEAMS AROUND CONNECTION

If you want your team to build something that lasts, you need to do more than hire fast movers. You need to design for connection from the start.

Some practical ways to do this:

• Bring different perspectives together early, not just when it’s time to fix a problem.
  
  
• Encourage sharing, not just execution. Make it normal for teams to challenge each other’s thinking.
  
  
• Celebrate people who help the team see around corners or spot hidden patterns—not just the ones who “get it done.”
  
  
• Invest in regular, honest conversations about what’s working and what isn’t. Real progress happens when everyone is in the loop.
  
  

THE PAYOFF: CONNECTION IS THE ADVANTAGE THAT LASTS

It’s easy to chase growth, fundraising, and the next launch. But the teams that stand out are the ones who take time to connect—across roles, disciplines, and ideas. They find opportunities no one else sees and adapt faster when the unexpected hits.

Julian’s advice to founders is simple: If you’re only optimizing for speed, you’re setting a limit on what your team can achieve. Connection is how you break through those limits and build something that can actually scale.

HOW TO HIRE FOR CONNECTION—NOT JUST SPEED

If you’re a founder or hiring lead, don’t just look for solo performers who can crank through tasks. Use these criteria instead:

Look for candidates who:

• Have worked on projects requiring input from multiple disciplines.
  
  
• Ask thoughtful questions about the bigger picture, not just their own tasks.
  
  
• Value feedback and collaboration as much as getting things “done.”
  
  

And, avoid:

• Building a team of “lone wolves” who can’t (or won’t) connect with others.
  
  
• Prioritizing only raw speed over shared learning and open communication.
  
  

As Julian puts it:

“If you understand those connections, you will have a successful outcome.”

HOW BAMBOO X HELPS YOU BUILD TEAMS THAT CONNECT

At Bamboo X, we know the difference between just filling a role and finding the right fit for innovation. We help early-stage startups:

• Identify candidates who strengthen the connections across your team, not just check boxes on a skills list.
  
  
• Uncover talent who see and solve for the “spaces between” where most startups either win or stall.
  
  
• Build cultures where learning, curiosity, and collaboration move just as fast as your roadmap.
  
  

If you’re ready to build a team that doesn’t just run, but runs together, fill out the form below to connect with us.

Ready to build a team that sees the bigger picture? Fill Out the form below

If you want help finding people who think this way, not just move fast, reach out to Bamboo X. Fill out the form below and let’s build something that lasts.

HOW SMART ITERATION AND BOLD HIRES KEEP YOU AHEAD—WHILE BIG FIRMS STALL OUT

In big companies, innovation risk feels terrifying. Careers are on the line. Budgets are locked in. And every new idea gets smothered by a stage-gate review before it ever sees the light of day.

But in startups? Risk is the job.

That’s why so many early-stage founders get further, faster. They know how to test, iterate, and course-correct, long before most corporations even get internal sign-off.

Alice Ponti, SVP of Strategy & Innovation at VentureFuel and a veteran of L’Oréal, Diageo, and AB InBev, has spent her career helping both sides of the table. And on the Faces of Innovation podcast, she spells out exactly why startups derisk smarter than most Fortune 500s—and how they do it without all the red tape.

Here’s what startups get right and what your next hire needs to know how to do.

WHAT DOES SMART RISK-TAKING ACTUALLY LOOK LIKE?

When startups test an idea, they don’t wait months for approval. They move. Then they learn. Then they move again. That fast feedback loop isn’t just “scrappy”; it’s strategic.

Here are the startup practices Alice Ponti says are crucial for de-risking innovation:

• Pilot, don’t predict: Run small, real-world tests to validate ideas. Start with one region, one channel, or one core user group and build from there.
  
  
• Seed before you scale: Gather real data from actual usage, not just market research. Watch for repeat purchase, not just launch buzz.
  
  
• Adjust based on signal, not opinion: If something isn’t working, change it. Early. Don’t wait for executive consensus.
  
  

This kind of experimentation doesn’t require big teams or deep pockets—it requires talent that knows how to run lean tests, interpret weak signals, and move quickly on learnings.

WHY MOST CORPORATES GET STUCK

Ponti explains that the real problem isn’t a lack of innovation ambition. It’s the structure:

• Traditional stage-gate models kill iteration. They’re built for linear product development, not messy exploration.
  
  
• Senior leaders fear innovation risk more than core-business risk even when the latter is more dangerous long-term.
  
  
• “Success” gets defined by internal metrics, not real-world traction.
  
  

It’s not that corporations don’t know they need to innovate. It’s that their systems punish the very behaviors that make innovation work.

HOW THIS TIES BACK TO HIRING—AND BAMBOO X

If you’re hiring for your early-stage startup, here’s the takeaway:
You don’t need people who just know how to operate inside the system.
You need builders who know how to test the system.

That means hiring for:

• Entrepreneurial judgment (what's worth testing?)
  
  
• Speed and adaptability (can they learn fast?)
  
  
• Cross-functional muscle (can they get it out the door?)
  
  

At Bamboo X, we specialize in helping early-stage companies hire this exact kind of talent. Whether you're building your first product team or scaling a growth function, we match you with operators who know how to move fast, test smart, and course-correct before the stakes get too high.

READY TO HIRE SOMEONE WHO ACTUALLY GETS STARTUP RISK?
FILL OUT THE FORM BELOW AND LET’S FIND YOUR NEXT GREAT EXPERIMENTER.

If you’re a founder who’s finally closed a pre-seed or seed round, it probably felt like winning a war. Constant pitches. Rejections. Sleepless nights. Now that the money is in, you can breathe a little.

But not for long.

Because the hardest part isn’t raising money. It’s what you do after. And one of the most expensive mistakes you can make is hiring the wrong people too early, too fast, or for the wrong reasons.

In a recent episode of Inside the Round, Chezie co-founder Toby Egbuna shared how he and his sister went from side-hustling their startup to raising $1.2M from grants and VC. His story is honest, familiar, and full of moments most founders won’t talk about publicly — the hiring panic, the missed signals, the pressure to scale before they were ready.

At Bamboo X, we help early-stage startups make smarter hiring moves after the raise. Not when you’ve got everything figured out, but when everything still feels a bit fragile. Here’s what founders can learn from Toby’s journey, and how it connects directly to how you build your team.

Hire With Urgency, Not Panic

Toby’s story makes one thing clear: capital gives you space, but it doesn’t give you clarity. At one point, he was paying himself just enough to get by. The pressure to grow was real. But he didn’t throw money at the first available candidate. He waited until each hire could be tied directly to the work that moved Chezie forward.

If you're feeling the pull to build out a team fast, pause. The goal isn’t to scale your headcount. The goal is to remove blockers, speed up delivery, or tighten your product loop.

At Bamboo X, we work with founders to define what kind of designer, engineer, or operator you actually need right now. Not who you'd hire if you were Series B. Who you need with three months of runway, a scrappy roadmap, and a product that still needs a lot of love.

Fundraising and Hiring Follow the Same Rule: No Process, No Progress

Early on, Toby said he didn’t know what he was doing in fundraising. He reached out to investors without a system, tried to pitch everyone, and wasted valuable time. It wasn’t until he built a structured plan — a list of targets, warm intros, follow-ups, materials ready — that he started gaining traction.

Most founders fall into the same trap with hiring.

They open roles without a clear definition of success. They interview whoever lands in their inbox. They skip the prep, then get frustrated when the results are inconsistent.

Hiring should feel structured, not scattered. We help founders build that process from day one. From writing a job brief that actually reflects your stage, to screening, to closing candidates fast, our systems keep your hiring focused so you’re not losing candidates or momentum.

Your First Hires Shape Everything

One of the most honest parts of Toby’s interview was about spending money. He admitted they made some mistakes, blew a bit of cash, and tried to learn fast. But the costliest mistakes were the ones tied to people.

Hiring isn't a line item. It’s a company-shaping decision.

Early hires will define your culture, your execution speed, your product’s DNA. You can recover from a missed marketing experiment. It's harder to recover from a hire who never should have been on the team.

That’s why we spend real time understanding what kind of person will actually thrive inside your company right now. It’s not just about matching on skills. It’s about finding candidates who are aligned with the chaos, the ambiguity, and the urgency of early-stage life.

It’s Not Weak to Ask for Help. It’s Smart.

Toby talked about how critical founder communities were for his mental health and momentum. Weekly check-ins. Slack groups. Venting sessions. He leaned into those spaces because being a founder is isolating.

Hiring can feel just as lonely.

You’re making big decisions with limited context. You might not know what “great” looks like in a designer or what to expect from a senior engineer. That’s where we come in. We’re not just here to send candidates. We’re here to walk through the decision with you and call out red flags when things look shaky.

Final Thought: The Raise Doesn’t Guarantee Success. Your Team Might.

Toby raised $1.2M. But what changed his business wasn’t the check — it was what he built afterward. Smart hires. Clear processes. A vision he could sell that others wanted to be a part of.

If you’ve just raised, this is your window to build the team that gives your idea a real shot. Not in six months. Not after a few more customers. Now.

That’s the work we do at Bamboo X. We help startups like yours build product, design, and engineering teams that can take the next ten steps without wasting the money you worked so hard to raise.

WANT MORE INSIGHTS LIKE THIS?

Fill out the form below.

If you found Toby’s story helpful and want to hear more value-packed, unfiltered conversations from founders who’ve raised in the last 6 months, follow Bamboo Crowd. We sit down with the people building and backing the next wave of tech. No fluff. Just real stories and practical takeaways you can actually use.

Know a founder who should share their story on the pod?
Message us through the form below. We’re always looking for sharp early-stage voices who want to help others navigate the mess, make better calls, and build something real.

You’ve hired top-tier designers. The engineers are solid. Your product team? Sharp, fast, and full of ideas.

So why is nothing moving?

You’re not alone. In fact, 90% of corporate innovation teams are shut down within three years. Not because the ideas are bad. And not because the teams lack skill.

Here’s the part most companies miss: Innovation doesn’t fail because of bad ideas. It fails because of bad leadership.

In this edition of Faces of Innovation, we sat down with Robyn Bolton, founder of Mile Zero and author of Unlocking Innovation: A Leader’s Guide for Turning Bold Ideas into Tangible Results. Robyn revealed why leadership behaviors, not vision decks or brainstorming sessions, decide whether innovation survives.

If you want your company’s tech and design teams to truly drive innovation forward, you’ll want to read this.

THE HARD TRUTH: IT’S NOT YOUR TEAM, IT’S YOUR LEADERSHIP

“Innovation is not an idea problem. It’s a leadership problem.”

— Robyn Bolton

Companies often treat innovation like a hiring checklist:
✅ Hire product managers
✅ Bring in user researchers
✅ Rebuild the design system
✅ Ship faster

But innovation doesn’t work like that - not if the people calling the shots don’t know how to lead in uncertainty.

When tech and design teams are dropped into rigid, risk-averse environments, they spin their wheels.
When decisions get stuck in committees, or leadership panics at the first failed test, things stall.

Even your best people can’t move forward if the structure won’t let them.

LEADERSHIP BEHAVIORS > INSPIRATIONAL TALK

Robyn doesn’t talk about innovation as a vision thing. She talks about it as a behavior thing.

Real innovation leadership means:

• Giving your team air cover when the experiment flops

• Championing projects even when results are still messy

• Knowing how to flex between structure and ambiguity

Without that? Designers retreat. Engineers get frustrated. Product starts building safe instead of bold.

And soon, innovation dies — quietly.

“You’ve got to be the biggest advocate,” Robyn says. “Not just the person who greenlights. The one who defends.”

BUILDING THE RIGHT CONDITIONS FOR TECH AND DESIGN INNOVATION

So how do you create a system where strong talent can actually thrive?

Robyn offers a practical framework that cuts through the noise: the Innovation ABCs.

A is for Architecture

This is the foundation. It’s not about org charts or fancy slide decks. It’s the systems, structures, and workflows that help innovation move. Good architecture gives design and tech teams clarity, autonomy, and the ability to act fast. It strips away unnecessary approval layers, avoids over-engineering, and focuses on creating a space where small bets can be made and tested quickly.

B is for Leadership Behaviors

This is where most companies fail. Leaders want innovation, but don’t adjust their own behaviors to support it. They default to asking for forecasts, roadmaps, and guarantees—when what teams need is room to explore.

Leaders must:

• Model curiosity and vulnerability

• Offer support when the path is unclear

• Stay involved without micromanaging

Behavior sets the tone. If leaders act with rigidity and fear, teams will follow. If leaders show trust and resilience, teams will stretch and grow.

C is for Culture

Most companies try to lead with this but culture doesn’t work that way.

Culture is not a perk. It’s not a wall decal or a company party. Culture is what happens when behaviors are repeated. When design and tech teams consistently see their leaders champion experimentation, protect space for thinking, and normalize setbacks, they start to believe in innovation again.

As Robyn puts it: “Tech and design teams cannot carry the weight of innovation alone. They need leaders who build the foundation, protect the space, and help them thrive.”

YES, YOU NEED THE RIGHT TEAM — BUT THEY CAN’T DO IT ALONE

Now let’s be clear: talent still matters.

The best leaders can’t do much without a team that knows how to deliver — fast, curious, collaborative people who thrive in complexity.

But here’s where most orgs get stuck:
They either hire great talent without leadership...Or they have a decent leader, but a team that’s not built for the job.

Neither works. You need both.

That’s why at Bamboo X, we don’t just send over resumes. We help companies build tech and design teams that actually fit the environment — people who can innovate inside real-world constraints.

READY TO BUILD AN INNOVATION-READY TECH AND DESIGN TEAM?

If your innovation efforts are stalling, it might not be the ideas.

If your product launches keep slipping, it might not be the process. You don’t need more workshops. You need the right people in the right structure with the right leadership.

Bamboo X helps you find the tech and design talent who can lead innovation from the inside. Not just doers—but thinkers, challengers, and collaborators who know how to build in ambiguity.

Need help building a team that can actually deliver? Reach out to us. We’ll connect you with tech and design talent who get innovation — and thrive in teams where leadership behavior actually supports their success.

FILL OUT THE FORM BELOW TO JOIN OUR PODCAST AND SHARE YOUR INNOVATION LEADERSHIP INSIGHTS!

Are you also an innovation leader who wants to share your knowledge and help other professionals tackle the challenges of leading innovation? Or do you know someone who has valuable insights to contribute? Fill out the form below to join our podcast and be one of the innovation leaders who share their experiences, strategies, and impact on the future of innovation leadership.

Early-stage fundraising often feels like a black box especially when you’re not a repeat founder with a “pedigree” VCs expect. That’s exactly why we launched Inside the Round: to surface the real stories from real founders raising right now.

Our first episode features David Dellapelle, co-founder of Dune Security, a cybersecurity company tackling the #1 cause of breaches: human error. David recently raised $8M in seed funding, backed by Toba Capital, Craft Ventures, and others. But getting there took 200+ VC conversations, sharp pivots, and a few brutal lessons.

Here’s what stood out most from the conversation.

The Problem Nobody Was Solving

Cybersecurity startups are everywhere. But while most focus on securing infrastructure, Dune is tackling the weak spot that’s still responsible for up to 95% of breaches: human error. Think over-permissioned employees, phishing emails, or poor role configuration. It’s not a sexy problem, but it’s the one that keeps CISOs up at night.

David saw that most companies rely on outdated, ineffective training modules to manage human risk. These tools weren’t working, they were barely being used. Dune’s product goes beyond check-the-box training and reimagines how companies manage human-layer security at scale. That’s the wedge that got them in the door.

Too Many VC, Not Enough Customers

In the early days, David made the same mistake a lot of founders make: talking to too many investors, too soon. They had over 200 VC conversations, and walked away with 196 no’s.

Why? They didn’t have the traditional founder background. No Stanford CS degrees. No Stripe on their resumes. One VC even told them, flat out, that they didn’t fit the profile of the kind of founders they usually back.

The breakthrough didn’t come from refining the pitch. It came from refocusing their energy.

David stopped pitching VCs and started talking to CISOs. Within three weeks, he had 76 enterprise security leaders on the phone. That feedback shaped their product and validated the real demand. Once traction kicked in, the investor conversations shifted, and so did the outcome.

Rejection as a Data Point

Getting told “no” nearly 200 times would shake most founders. But David learned to treat each rejection as data. Not everyone’s opinion matters equally, and feedback from someone who’s never built a company often says more about them than your business.

Instead of trying to fit a mold, David leaned into what made them different: customer obsession, a unique insight into the problem, and a product-first mindset. That shift gave them leverage, and confidence, when the right VCs finally showed up.

Closing the Round, On Their Terms

By the time the seed round came together, Dune wasn’t scrambling for capital. They had customers, revenue, and leverage. They also knew what they wanted in a partner.

The team chose Toba Capital not just for the check, but for the long-term alignment. They wanted someone who could sit on the board, understand the space, and offer product strategy, not just push for growth at any cost.

They also turned down more money than they raised. Why? Because they didn’t want a bloated round or misaligned expectations. They raised what they needed to get to the next level - nothing more, nothing less.

Post-Fundraise: More Pressure, More Clarity

Closing a big round isn’t the finish line. If anything, it’s when the real pressure starts. With new capital comes accountability. David and the team didn’t throw a party. They tightened up execution.

They rebuilt onboarding flows in a weekend. They added Sunday sprints to stay ahead. They brought in key hires who could scale product and revenue fast. Every dollar had a purpose.

Founders Need an Outlet, Too

Building a company at this pace takes a toll. David talked openly about the pressure—financial, emotional, and personal.

He finds clarity by working out daily, checking in with his co-founder, and staying close to other early-stage founders who are in the same grind. That support network matters.

Reminder to founders: You don’t have to go full robot mode. Having honest conversations with the right people keeps you in the game longer, and stronger.

Why We Started Inside the Round

Go to enough NYC startup events and you’ll hear great insights from early-stage founders. But here’s the problem: those insights usually stay in the room. And when you look at podcasts, most fundraising stories come from late-stage CEOs. The context is different. The advice doesn’t translate.

We started Inside the Round to change that. Every guest on the podcast is a founder who raised in the past six months. They’re in it now - navigating hiring, product, investor pressure, and growth. We want to surface their real experiences, not the polished versions. So if you’re a founder trying to close your round or get to product-market fit, you’re going to find this useful.

🎧 Listen to the full episode here. 

Want to share your story or know someone who should? 

If you're in the early-stage startup world or have insights from navigating co-founder dynamics, fundraising, or growth, we'd love to hear from you! We’re always looking to connect with exceptional people and share their journeys.

Fill out the form below, and our team will be in touch to explore the possibility of featuring you or someone you know on our platform. Let’s connect!

At Bamboo X, we know that driving innovation isn't just about having bold ideas - it's about building teams that can make those ideas a reality. But for many large companies, innovation feels like a never-ending struggle. Why do some organizations thrive with fresh ideas while others remain stuck in the same old routines?

To get to the bottom of this, we spoke with Abhay Jain, Vice President of Strategy and Business Development at A+E Networks. With experience as a startup founder, consultant, and corporate strategist, Abhay has seen firsthand what fuels innovation—and what stops it dead in its tracks. His insights reveal why so many big companies hit a wall when trying to innovate and how the right talent can make all the difference.

THE DISCONNECT: WHY INNOVATION FAILS IN BIG COMPANIES

According to Abhay, large corporations often struggle with innovation due to cultural and structural barriers that startups rarely face. “In the startup world, failure is celebrated as a learning opportunity. But in the corporate realm, failure is rarely tolerated,” he explained. This mindset creates a significant roadblock to trying new things and taking calculated risks.

The key reasons why innovation often stalls in large organizations include:

• Fear of Failure: When mistakes are punished, no one wants to take risks. This "play it safe" culture kills creativity and fresh ideas.
• Rigid Structures: Tight budgets and rigid KPIs leave little room for experimentation. If every move has to be justified, bold thinking takes a backseat.
• The Wrong People: Even the best ideas can’t get off the ground without the right talent to execute them. Innovation needs a mix of skills, ambition, and fresh perspectives.
• Money Woes: When budgets get tight, the first thing to go is often the innovation budget. Instead of investing in the future, companies end up clinging to the status quo.

THE ROLE OF TALENT IN DRIVING INNOVATION

When it comes to innovation, ideas are only half the battle. The real game-changer? The people who bring those ideas to life. As Abhay Jain, VP of Strategy and Business Development at A+E Networks, put it: “More often than not, people feel as though they're better off not rocking the boat because the risk is so much higher than the reward.”This mindset can be a major barrier to innovation in large organizations.

Abhay's insights reveal that the right talent isn't just about having the right skills—it's about having the courage to think differently and take calculated risks. He believes that the most successful companies are those that nurture a culture where employees feel safe to explore new ideas without the fear of failure.

The key to unlocking innovation lies in building teams with a mix of:

• Product and Design Visionaries: Who transform creative ideas into real-world products.
• Engineering and Data Experts: Who develop scalable and forward-thinking solutions.
• Strategic Leaders: Who guide teams through change with confidence and clarity.

When companies focus on bringing in and empowering these kinds of people, they create an environment where innovation thrives naturally—turning ambitious ideas into tangible success.

A REAL-WORLD EXAMPLE: NETFLIX’S BOLD APPROACH

Abhay pointed to Netflix’s venture into gaming as a standout example of corporate innovation. “The fact that they’re willing to test the waters is the kind of mindset we need more of,” he said. Netflix’s ability to push boundaries and enter new markets is exactly the kind of innovative spirit we nurture at Bamboo X by connecting companies with talent who aren't afraid to explore the unknown.

BUILD WHAT’S NEXT WITH BAMBOO X: YOUR PARTNER IN TALENT AND INNOVATION

At Bamboo X, we know that real innovation starts with the right people. Abhay Jain’s insights reinforce what we’ve always believed: successful companies don’t just come up with great ideas—they build the teams that can bring those ideas to life.

Since 2013, we’ve helped over 500 companies—from disruptive startups to public giants—find the talent they need to launch new products, transform industries, and uncover breakthrough technologies. Our approach isn’t just about filling roles; it’s about building teams with the DNA of builders, makers, and doers.

WHY PARTNER WITH BAMBOO X?

• Full-Cycle Talent Solutions: From early-stage startups to IPO, we provide end-to-end support, helping companies recruit, build, and scale their teams.
• Expertise Across Sectors: We specialize in finding talent for product, engineering, design, data, go-to-market, machine learning, and leadership roles.
• Beyond Recruiting: We don’t just connect you with talent—we help you craft talent strategies, build strong teams, and create a lasting impact.
• Global Reach, Local Impact: With boots on the ground in New York, San Francisco, London, and Mexico City, we support companies wherever innovation happens.

If you’re ready to build what’s next, let us help you find the talent that can make your vision a reality. Connect with Bamboo X today and start turning ideas into impact!

Every company wants to innovate. The problem? Most ideas never make it past the brainstorming stage - or worse, they launch and flop because the strategy was built on assumptions rather than actual market demand.

Heather Myers, founder of Spark No. 9, has spent years helping businesses break free from this cycle. She developed heat testing, an experimentation method that helps companies validate ideas faster and with real audience data.

In a recent episode of Faces of Innovation, Heather shared how heat testing is flipping traditional market validation on its head and why companies that embrace it are winning.

WHAT IS HEAT TESTING?

Most businesses rely on surveys, focus groups, or gut instinct to determine if an idea will work. The problem? What people say and what they actually do are two very different things.

Heat testing removes the guesswork. It uses real behavioral data—clicks, sign-ups, and engagement—to see what resonates with an audience.

Here is how it works:

• Multiple versions of a brand concept, product, or message are tested with different audiences.
  
  
• Ads are launched across platforms like Instagram or LinkedIn to track real-time responses.
  
  
• Instead of waiting months for research, businesses get clear answers in days.
  
  

Heather shared an example of an ebook company that had no direct relationship with its customers. By heat testing different engagement strategies, they uncovered the most effective way to build a loyal audience. This insight completely reshaped their business model.

WHY TRADITIONAL MARKET VALIDATION FAILS

Most companies follow a slow, linear validation process. They invest time and money in developing a product, conduct small-scale research, and then launch—only to realize too late that it is not what customers actually want.

Heather explains that traditional methods rely too much on stated preferences rather than revealed behavior.

• People say they would buy something, but when given the chance, they don’t.
  
  
• Businesses make decisions based on surveys rather than real-world actions.
  
  
• The result? Wasted resources and missed opportunities.
  
  

Heat testing flips this approach by showing what customers actually do, not just what they say. This is why forward-thinking companies are making it a core part of their innovation strategy.

HOW COMPANIES CAN STAY AHEAD

In today’s fast-moving market, hesitation kills momentum. Businesses that experiment, adapt, and move fast are the ones staying ahead.

Heat testing allows companies to:

• Test brand positioning before committing to a direction.
  
  
• Refine messaging to ensure it resonates with the right audience.
  
  
• Identify the strongest product-market fit before full-scale development.
  
  

Major brands are already using this approach to de-risk innovation and make data-backed decisions. Those that don’t will continue wasting time on ideas that were never meant to succeed.

TURNING DATA INTO ACTION REQUIRES THE RIGHT PEOPLE

Heat testing gives companies clarity. It reveals what customers want, which ideas have traction, and where to focus efforts. But having the data isn’t enough. The real challenge is knowing what to do with it.

Too often, companies run tests but don’t have the right people to interpret the results or turn insights into a winning strategy. Without the right talent, even the best data gets stuck in endless debates, wasted resources, or missed opportunities.

This is where Bamboo X helps. We connect businesses with strategists, product leaders, and growth experts who know how to move from testing to execution. These are the people who cut through uncertainty, make decisions with confidence, and turn insights into real market success.

If you want to build a team that knows how to test, iterate, and scale, Bamboo X can help you find the talent to make it happen.

Something big is happening in business, and most companies don’t even see it coming.

For decades, consulting firms were the go-to for strategy, market insights, and decision-making. They charged a fortune for expertise, promised game-changing insights, and convinced companies they couldn’t move forward without them.

But what happens when AI can do the same work - faster, cheaper, and without the hefty retainer?

On the Faces of Innovation podcast, Jan Beránek, CEO of Fifth Row, exposed a shift that’s already underway: AI-driven agents aren’t just assisting consultants - they’re replacing them.

Businesses that once spent months and millions on consulting firms are now using AI-powered automation to make smarter decisions in days. The best part? It’s working.

So what does this mean for companies still relying on outdated processes? Can AI really replace consultants entirely? And if it can, what happens next?

Read on to find out because ignoring this shift won’t just slow you down. It’ll leave you behind.

THE END OF TRADITIONAL CONSULTING?

In the past, hiring consultants was a given. You needed market research? A consulting firm could gather it - if you were willing to wait. Competitive analysis? Pay for a full report. Business model validation? A team of experts could run the numbers and tell you where to place your bets.

Consultants have long justified their costs by offering deep expertise and rigorous analysis. But what happens when AI can:

• Process thousands of sources in real time?
• Conduct market research in hours instead of weeks?
• Simulate entire business strategies with data-driven precision?

It’s already happening.

A Fortune 500 automotive company set out to identify two new business opportunities this year. By February, AI had found eight.

A global consumer brand replaced traditional market research with AI-powered automation, running five full-scale concept tests in weeks.

A VC-backed firm that once spent $500,000+ per year on consulting now fully automates its market research and decision-making.

The reality is clear: businesses aren’t just cutting consulting budgets. they’re replacing them with AI-driven execution.

WHAT MAKES AI AGENTS DIFFERENT?

As we examine this shift more closely, it becomes clear these aren't glorified chatbots. AI-powered autonomous agents can independently:

• Collect and verify data from trusted sources
• Analyze competitive landscapes without human bias
• Automate strategic decision-making at scale

Think of them as your best analyst, strategist, and researcher combined—except they never sleep, never burn out, and never miss a detail. And because they operate on hard data rather than instinct, they outperform even the most seasoned consultants in speed and accuracy.

“Every publicly traded company is looking at where they can save money,” Jan explained. “Innovation and strategy have always been cost centers. AI changes that - it makes research and execution instant, and that’s why companies are moving away from consultants.”

WHAT THIS MEANS FOR YOU

Let’s be clear: AI isn’t here to help businesses work harder. It’s here to help them work better. And companies that fail to adopt this shift will struggle to keep up.

Those who embrace AI-driven automation will:

• Outpace competitors by making faster, data-backed decisions.
• Eliminate inefficiencies by automating knowledge work.
• Scale smarter by focusing human efforts where they matter most.

On the Faces of Innovation podcast, Jan Beránek made it clear: This isn’t a gradual evolution. It’s an overhaul. Businesses must adapt now or risk being left behind.

WHAT AI STILL CAN’T REPLACE

Here’s the catch: AI is powerful, but it’s not everything.

It can process information, but it doesn’t have judgment. It can generate strategies, but it doesn’t understand company vision, market timing, or execution risks.

This is where human expertise still matters.

• AI doesn’t build relationships. In sales, partnerships, and leadership, people make the difference.
• AI doesn’t drive culture. A great strategy means nothing without a team that believes in it and executes.
• AI can’t predict the unpredictable. It works with data, but market shifts, industry shake-ups, and creative pivots require human intuition.

Jan himself acknowledged this:

“AI is excellent at handling structured, repeatable work. But the companies winning right now? They’re the ones using AI to free up human talent for the things only people can do—big-picture strategy, creative problem-solving, and execution.”

Companies that get ahead will integrate AI into their workflows—but they’ll invest in the right people to make sure it’s used effectively.

THE REAL QUESTION IS: WILL YOUR TEAM KEEP UP?

The shift from consultants to AI isn’t just changing how work gets done. It’s changing who companies need to hire.

At Bamboo X, we’re already seeing this shift across engineering, product, data science, and go-to-market teams. Companies that want to move fast aren’t just looking for strategy experts anymore—they’re looking for leaders who know how to use AI to execute.

This means hiring:

• Product and strategy leaders who can work with AI-driven insights instead of waiting for consulting reports
• Operators who understand AI-powered decision-making—people who know how to use automation to move faster
• Engineers and data teams who can build AI-driven workflows and leverage automation for scale

The companies adapting now will outpace their competitors. The ones that hesitate? They’ll be playing catch-up.

But speed alone doesn’t win. Execution does. And that still comes down to the right people.

Bamboo X is here to help you find them.

If your company is scaling and needs top-tier talent who know how to operate in an AI-driven world, let’s talk. We connect startups with the leaders they need to move fast, execute, and win.

Let’s build your team.

For startup founders, AI isn't just a buzzword—it's a potential game-changer for scaling quickly with limited resources. But too many startups are making critical mistakes that waste runway and miss opportunities. Some implement AI as a quick efficiency fix without strategic vision. Others get paralyzed waiting for the "perfect AI strategy" while competitors move ahead.

On Faces of Innovation, Geoff Gibbins, who leads the Americas region at BOI, the global leader in Autonomous Innovation, broke down the biggest mistakes startups are making with AI. If you're a founder looking to leverage AI for growth, here's what you need to get right.

MISTAKE #1: USING AI AS A QUICK EFFICIENCY FIX

Many early-stage startups implement AI just to automate basic tasks or reduce costs, missing the opportunity to create entirely new value propositions or business models.

According to Geoff, this narrow thinking prevents startups from achieving true differentiation:

"If you ask someone what would make innovation more successful, the answer is never ‘doing the same stuff faster.’ AI gives us a chance to rethink what we are doing altogether. Companies that fail to see that will get left behind."

Instead of using AI just to automate repetitive tasks, businesses need to explore new ways to operate, new services to offer, and entirely new business models that AI makes possible. The companies that only focus on cost-cutting will miss the real value AI brings.

MISTAKE #2: ASSUMING AI ONLY WORKS IF YOU HAVE A MASSIVE DATA SET

Many founders believe their startup can't effectively leverage AI because they lack the data resources of established companies. In reality, this perceived disadvantage can actually be a strength.

"Even companies with tons of data struggle to make it useful. A company starting fresh today can be just as competitive if they focus on collecting the right data and using it in the right way."

Unlike enterprise companies burdened with legacy systems and messy data, startups can design data collection and architecture from the ground up. By focusing on quality over quantity and implementing proper data practices from day one, startups can build AI-ready foundations that many larger competitors lack.

MISTAKE #3: OVERTHINKING INSTEAD OF TAKING ACTION

In the startup world, speed of execution often beats perfection. Yet when it comes to AI, many founders fall into analysis paralysis—endlessly researching models, worrying about future regulations, or waiting for the technology to mature.

While prudence has its place, startups that delay implementation lose valuable learning opportunities and first-mover advantages. The most successful AI-powered startups aren't those with flawless initial strategies—they're the ones that start building, testing with real users, and iterating based on feedback.

For a startup with limited runway, waiting for the perfect AI approach isn't just inefficient—it's existentially risky.

MISTAKE #4: NOT HIRING FOR AI-LITERATE TALENT

For resource-constrained startups, every hire is critical. Yet many founders fail to prioritize AI literacy when building their early teams, creating technical debt that becomes increasingly expensive to address.

The challenge is particularly acute for technical founders who understand AI's potential but struggle to find affordable talent who can implement it effectively. Non-technical founders face even steeper challenges, often unable to properly evaluate AI capabilities or separate genuine expertise from buzzword fluency.

As AI becomes table stakes for competitive startups, the talent gap is widening. The startups that succeed won't necessarily be those with the biggest budgets, but those that identify and secure the right AI talent before their competition.

AVOID THESE MISTAKES BY HIRING THE RIGHT PEOPLE

AI can only take a company so far. The real difference comes from the people who know how to use it. Businesses that fall behind aren’t just lacking the right technology—they’re lacking the talent that understands how to apply it in a way that drives real results.

Early-stage startups need these specific profiles:

• Full-stack engineers who understand ML implementation without requiring separate data teams
• Product designers who can create intuitive interfaces for AI-powered features
• Technical co-founders who can translate AI capabilities into business advantages
• DevOps specialists who can deploy and scale AI models efficiently on startup budgets

At Bamboo X, we connect founders with AI-fluent technical talent specifically suited for startup environments. Our network includes engineers who thrive with limited resources and understand how to implement AI solutions that deliver competitive advantages without enterprise budgets.

Ready to make AI your startup's unfair advantage? Contact Bamboo X today.

Strategy is easy when you're an outsider. But what happens when you're the one actually making the decisions?

When the polished slide deck meets messy reality? When the theoretical meets the practical?

That's the journey Agathe Blanchon-Ehrsam has navigated, moving from Partner at Vivaldi to VP of Growth & Innovation at Danone. Her story reveals the often hidden challenges of turning brilliant strategy into real-world business results.

In a revealing conversation on Faces of Innovation, Agathe pulled back the curtain on what really happens when consultants leave the room. What she shared might change how you think about strategy, innovation, and the people you need to hire.

Read on to discover why the best strategies often fail, how AI is changing everything about corporate innovation, and why the next wave of business leaders won't look anything like today's.

AGATHE'S CAREER ARC – A NON-LINEAR PATH TO INNOVATION LEADERSHIP

Agathe's professional journey didn't follow a predictable trajectory. Starting in finance, she moved to consulting and eventually stepped into corporate leadership—a path driven by a fundamental realization.

"I wanted to get closer to the consumer and drive impact in their daily lives," she explained on the podcast. This desire for tangible impact ultimately led her to Danone, though she admits she initially never planned to work at a large CPG company.

So what changed her mind? The opportunity to see her strategic thinking translated into products that affect millions of people's lives daily. "In consulting, you rarely get to see the full lifecycle of your ideas," she noted. "At Danone, I can walk into a store and see the results of our innovation work."

WHAT CHANGES WHEN YOU MOVE FROM CONSULTING TO CORPORATE?

The transition from advisor to decision-maker reveals stark differences in how strategy actually works.

From the consulting perspective, the focus stays primarily on solving problems and delivering insights—but execution is someone else's job. Consultants can afford to present the "perfect" solution without worrying about implementation hurdles.

The corporate reality? The only good strategy is the one that can actually be implemented.

"The biggest wake-up call was realizing that my job wasn't to find the best idea. It was to get buy-in and make it happen," Agathe shared. This reveals the hidden work of innovation: about 80% of the effort isn't thinking up new ideas—it's getting internal stakeholders aligned and removing roadblocks to execution.

HOW TO BRIDGE THE GAP BETWEEN CONSULTANTS & IN-HOUSE TEAMS

This disconnect between strategy and execution creates friction in many organizations. But Agathe believes there's a solution.

"The best clients in consulting know how to sell ideas internally," she observed. "A consultant's success depends on whether their client can champion the idea and drive execution."

Yet this is precisely where consulting often falls short. Many agencies focus too much on insights and too little on operational reality. They deliver comprehensive reports but underestimate the internal selling required to implement recommendations.

This explains why companies are increasingly building internal strategy teams. The rise of embedded talent acquisition reflects a growing need for people who can execute, not just advise.

AI'S IMPACT ON INNOVATION – THE NEW STRATEGY PLAYBOOK

This evolution in strategy is happening alongside another transformative force: artificial intelligence.

"We replaced weeks of research with AI in an afternoon. It was a game-changer," Agathe revealed when discussing how Danone is already leveraging AI in their innovation pipeline.

The tools have helped her team identify consumer pain points, map sensorial cues for product development, and even recommend ingredient combinations based on AI-driven insights—all processes that previously took weeks of manual work.

But this technological shift has profound implications for talent and hiring. AI isn't replacing human expertise—it's redefining what skills matter. The most valuable professionals aren't just strategists—they're AI-literate operators who can move fast, interpret AI-generated insights, and translate them into executable plans.

THE TALENT SHIFT: WHY AI-LITERATE LEADERS ARE THE FUTURE

This convergence of strategy, execution, and AI capabilities is creating unprecedented demand for consultants-turned-operators—people who can move fluently between strategy and execution while leveraging the latest technology.

Companies that hesitate to adapt their talent strategy will inevitably fall behind. The future belongs to businesses that know how to integrate AI into decision-making and hire accordingly.

This is where Bamboo X comes in.

BAMBOO X: FINDING THE RIGHT TALENT FOR THE AI-POWERED FUTURE

The hiring market is shifting—fast. Traditional strategy roles are evolving, and the best talent today understands AI-driven execution, market shifts, and cross-functional leadership.

At Bamboo X, we specialize in helping startups and high-growth companies stay ahead of this curve. We provide access to top-tier AI-literate strategists, engineers, and product leaders who can bridge the gap between innovative thinking and practical execution.

Our expertise spans hiring for innovation, digital transformation, and growth strategy—precisely the capabilities companies need to thrive in this new landscape. And our flexible recruitment models are tailored to fast-moving startups that need to scale quickly without sacrificing quality.

The next generation of business leaders won't just hire talent—they'll hire the right capabilities to scale in an AI-driven world. And those who partner with Bamboo X will find themselves ahead of the curve, ready to transform strategy into reality.

If you're a startup founder, you’ve probably been there—you’ve got a bold idea, maybe even an MVP, and investors are showing interest. But something isn’t clicking. The momentum stalls, growth slows, and suddenly, the gap between vision and execution feels impossible to close.

Why does this happen? Why do startups with promising ideas still struggle to scale?

Ron J. Williams, a venture builder and corporate innovation expert, tackled this exact question on the Faces of Innovation podcast. If you’re building a startup and wondering how to move from concept to scalable success, read on to discover why execution—not just ideas—determines whether you’ll thrive or fade out.

WHY MOST STARTUPS GET STUCK AT INNOVATION

Startups often excel at the early stages: identifying problems, designing solutions, and building MVPs. But when it's time to scale these innovations into viable ventures, progress stalls.

According to Williams, innovation inside organizations "often dies at the intersection of great ideas and inertia." For startups, this inertia manifests as:

• Engineers struggling to scale architecture beyond early adopters
• Product teams caught in endless feedback loops without shipping
• Technical debt accumulating faster than it can be addressed
• Leadership hesitating to commit resources to uncertain paths

The result? Promising innovations that never mature into successful ventures. 

"For me, innovation is about helping real people make real progress on the problems they're stuck on. It's not just about technology, funding, or external trends—it's about removing friction in people's lives."

WHY VENTURE BUILDERS ARE THE STARTUP'S SECRET WEAPON

When founders hit the wall between idea and execution, venture builders become invaluable. Unlike typical advisors who offer suggestions from the sidelines, venture builders get in the trenches and help build real products.

They help answer crucial questions:

• Do we have the right tech stack to support growth?
• Are our engineering and AI hires the best fit for the vision?
• Is our data architecture scalable beyond the first 1,000 users?

"The real question becomes: If your innovation efforts aren't driving transformation, then what are they for?"

Ron Williams exemplified this at Citi's D10X program. His team didn't just conceptualize Onward – they built it. They transformed an idea for helping divorced parents manage finances into software that real people could use. This hands-on approach is the antidote to what Williams calls "innovation theater" – activities that generate excitement but not results.

The key takeaway? While hackathons and design sprints might produce interesting concepts, only focused execution with the right technical talent creates successful products that users actually adopt.

BUILD YOUR EXECUTION ENGINE

The difference between startups that succeed and those that fail often comes down to one factor: having the right technical talent focused on execution.

To build a team that actually executes, you need to find these people:

• Engineers who brag about what they shipped, not what languages they know
• Designers who show you products users love, not just pretty screens
• Data people who've helped make business decisions, not just build models
• Tech leaders who've scaled actual products, not just managed teams

At Bamboo X, we exist to connect startups with exactly this kind of execution-focused talent. We don't just match skills on resumes—we find elite engineering, AI, data, and product specialists who have proven track records of shipping and scaling real products.

While other recruiting partners focus on technical credentials, we prioritize finding people who can turn your vision into reality. Our network includes professionals who understand that execution, not just innovation, is what builds successful startups.

Ready to build a team that ships? Contact Bamboo X today and transform your innovative ideas into market-leading products.

Lisa Judge’s career in design has been anything but conventional. From her early days in Brisbane, Australia, as a graphic designer to becoming a Senior Product Designer at Current in New York City, Lisa’s journey is a story of evolution, determination, and a clear vision for growth. This article explores Lisa’s unique career path, including her transition from agency to in-house, her move to New York, and how Bamboo Crowd helped her navigate it all. 

FROM GRAPHIC DESIGN TO UX DESIGN: THE FIRST STEP IN LISA’S CAREER EVOLUTION

Lisa’s journey started in graphic design, where she spent years honing her skills. She was introduced to design in a way that many do, but soon found herself unsatisfied by the limitations of purely visual work. When UX design started gaining traction, particularly in Brisbane, Lisa saw it as an opportunity to blend her design skills with a deeper, human-centered approach.

After working at a design agency, Lisa made the leap to UX design by teaching herself key tools like Adobe XD. Her determination paid off when she secured her first role as a UX designer at Vivo Group, where she began developing end-to-end user experiences and product design.

THE TRANSITION FROM AGENCY LIFE TO IN-HOUSE DESIGN AT 86 400

Initially, Lisa had always believed she was suited to agency work. However, after joining 86 400, a neo-bank in Sydney, she discovered a new love for in-house design. The ability to work on a product for the long term and develop a deeper connection to both the design and the users was a revelation for Lisa.

At 86 400, Lisa had her first true product design experience, managing everything from user experience to final design and functionality. This opportunity taught her about the intricacies of working within a product team and solidified her desire to continue in product design.

MOVING TO NEW YORK: FROM DREAM TO REALITY

Lisa’s dream of moving to New York seemed impossible until she decided to take the plunge. Despite the pandemic and the logistical challenges it posed, Lisa was determined to make the move. With the help of Bamboo Crowd, she researched her visa options, especially the E3 visa, which is tailored to Australian professionals. This gave her the confidence to pursue her goal.

Through countless remote interviews and navigating time zone challenges, Lisa kept her dream alive. She pushed through adversity and kept learning, using every setback as an opportunity to get one step closer to New York.

THE POWER OF NETWORKING AND PREPARATION: LANDING THE ROLE AT WONDERMAN THOMPSON

Lisa’s move to New York was filled with challenges, but the hard work paid off when she landed an interview with Wonderman Thompson. The role was everything she hoped for, and the company recognized her passion and perseverance.

What made Lisa stand out during the interview process was her thorough understanding of her visa status and the steps she had already taken to ensure her eligibility to work in the U.S. By proactively addressing potential concerns and demonstrating her preparedness, Lisa showed her commitment to the move and the role.

THE REALITY OF MOVING TO A NEW CITY AND STARTING A REMOTE ROLE

When Lisa finally arrived in New York, she faced the reality of starting her role at Wonderman Thompson remotely. While she had hoped to experience a smooth onboarding process in person, the pandemic kept her in a remote setting. Despite this, she adapted quickly, continuing to learn and make connections virtually.

Lisa’s commitment to learning and her openness to adapting to the remote environment made the transition easier. She also reflected on her previous remote experience with 86 400, which helped her navigate this new challenge. However, despite the remote work situation, Lisa knew that her move to New York was the right choice for her career.

OVERCOMING CHALLENGES AND FINDING THE RIGHT FIT: A FRESH START WITH CURRENT

Though Lisa initially felt that her role at Wonderman Thompson was a great opportunity, internal changes led her to reassess her career path. She realized that it wasn’t the right fit for her long-term goals. This led her back to Current, a company that resonated with her passion for product design and innovation.

Current’s in-person culture, innovative approach, and opportunity for growth aligned perfectly with Lisa’s career aspirations. She knew that this was the right move for her and was excited about the prospects ahead.

The Power of Following Your Dreams

Lisa’s journey is one that motivates and inspires, and we knew we needed to share it through an Episode of ‘Designer Blueprint’ with Bamboo Crowd Partner + Director of Design, Jared Tredly. If you find yourself in a similar position navigating how to most effectively take the next step in your career journey, reach out to Jared directly at jared@bamboocrowd.com, and be sure to register with us at www.bamboocrowd.com/signup

WANT TO SHARE YOUR STORY ABOUT BUILDING A CAREER IN DESIGN AND INNOVATION? FILL OUT THE FORM BELOW!

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Join our conversation and share your unique experiences about navigating career growth, overcoming challenges, and making bold moves that shaped your journey. Your insights could inspire others to take action, pursue their passions, and create impactful change in their own careers.

Fill out the form below to connect with us and let’s explore how your story can inspire future leaders in the design and innovation space.

Layoffs have dominated headlines this year, shaking up teams and forcing thousands of talented people to rethink their next move.
But behind every layoff is a real story — and real lessons — about resilience, reinvention, and rebuilding.

At Bamboo Crowd, we are launching a new series led by Jared Tredly: Blueprints.
We are sitting down with designers, strategists, and innovators who have navigated major career shifts and come out stronger on the other side.

First up: Scott Gary, a Product Designer who went from being laid off to landing 10 job offers from some of the top companies in the market.

Here’s a glimpse into Scott’s story — and what you can learn if you find yourself on a similar path.

THE REALITY OF TODAY’S TECH JOB MARKET

Scott’s experience is far from unique.

As of mid-July, more than 28,000 workers in the U.S. tech sector have been laid off this year alone, according to Crunchbase News.
Designers, engineers, and product thinkers across industries are finding themselves in transition, even after strong performances and high-profile projects.

The emotional toll is real. So is the uncertainty.
But as Scott shows, a layoff does not define your future — how you respond to it does.

HOW SCOTT TURNED SETBACK INTO OPPORTUNITY

After being laid off, Scott didn’t waste time.
Instead of applying blindly to hundreds of roles, he approached his search strategically.

• He focused on targeting companies aligned with his values and skills.

• He networked intentionally, reaching out to people he had built real relationships with over time.

• He treated every interview as a two-way conversation, making sure the fit was mutual.

The result?
In a matter of weeks, Scott received upwards of 10 offers — giving him the rare (and well-earned) privilege of choosing his next move based on opportunity, culture, and growth potential.

WHAT YOU CAN TAKE AWAY FROM SCOTT’S JOURNEY

Scott’s story is a powerful reminder:
You are not powerless in a tough job market.

Success today is about more than just submitting applications. It is about strategy, storytelling, and resilience.

• Know your strengths and communicate them clearly.

• Leverage your network — the real relationships you have built matter more than ever.

• Be selective and focus on companies where your skills and passions align.

• Stay ready — because the right opportunity can come faster than you think.

And most importantly: remember that being laid off is not the end. It can be the start of something even better.

FILL OUT THE FORM BELOW TO JOIN OUR TALENT COMMUNITY AND ACCESS OPPORTUNITIES!

If you are navigating a career transition, you do not have to do it alone.
Fill out the form below to register with Bamboo Crowd, and get access to exclusive design, strategy, and innovation roles.
Let’s work together to find your next big move — and write your own success story.