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𝐓𝐇𝐄 𝐅𝐈𝐍𝐀𝐋 𝐂𝐎𝐔𝐍𝐓𝐃𝐎𝐖𝐍: 𝐍𝐀𝐖𝐎𝐍 𝐈𝐒 𝐇𝐄𝐀𝐃𝐈𝐍𝐆 𝐓𝐎 𝐒𝐈𝐀𝐋 𝐏𝐀𝐑𝐈𝐒 𝟐𝟎𝟐𝟔! The countdown is officially on! With the event just days away, Nawon is ready to take the stage at SIAL Paris to connect with international beverage partners, presenting our signature tropical drink collection, fresh coconut water concepts, and turnkey OEM/private-label solutions. Looking to expand your beverage portfolio? Let's meet, share insights, and build winning opportunities together! See you in Paris! ---------------------------------- 𝗡𝗔𝗪𝗢𝗡 𝗙𝗢𝗢𝗗 𝗔𝗡𝗗 𝗕𝗘𝗩𝗘𝗥𝗔𝗚𝗘 𝗖𝗢.,𝗟𝗧𝗗 Website: https://nawon.com.vn/ WhatsApp: +84 97 308 54 99 #Nawon #SIALParis2026 #BeverageInnovation #PrivateLabel #OEMODM

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Na Nexio, entendemos que o maior ativo de uma operação são as pessoas. Por isso, buscamos soluções que unem tecnologia e cuidado humano para reduzir riscos e promover ambientes de trabalho mais seguros. Conheça o Dersalis e explore todo o nosso portfólio de inovação: 🔗nexiosolutions.com.br

Neste generasjon eiere trenger mer enn bare arv. Eierskolen gir deg innsikten, tryggheten og verktøyene til å ta eierskapet med selvtillit – hjemme, i styrerommet og internasjonalt. I samarbeid med SDA Bocconi – kåret til verdens beste handelshøyskole Klikk deg videre for å lese mer om programmet

Alt du burde vite før du går inn i styret i et familieselskap. Styreskolen lærer deg å balansere formelle krav og mellommenneskelige relasjoner – i samarbeid med INSEAD og SEI. Klikk deg videre for å lese mer om programmet.

🔍 ¿Tus colaboradores están expuestos a partículas secas o salpicaduras de líquidos ligeros? Entonces necesitas indumentaria con protección Tipo 5 y 6. Te contamos por qué: 🛡️ Tipo 5: Protección frente a partículas peligrosas secas. 🛡️ Tipo 6: Protección contra pulverizadores y salpicaduras de sprays quimicos. En Lakeland desarrollamos overoles que cumplen con ambas certificaciones, con opciones según el tipo de tarea: SafeGard®: equilibrio entre protección y confort. MicroMax®: mayor barrera química, también recomendado ante agentes biológicos. ✔️ Probados bajo estrictas normas europeas. ✔️ Diseñados para tareas de bajo o moderado riesgo. ✔️ Soluciones que se adaptan a tu entorno de trabajo. 📍 Protegé a tu equipo con la experiencia de Lakeland. 👉 Descubrí más en https://lnkd.in/dvfxiV5Z

MittaGo es movilidad corporativa de alto estándar: autos nuevos, sin compra, sin devaluación.

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👩🔧 Diseño pensado para ellas. Protección sin concesiones. En industrias como la minería o el petróleo, donde cada detalle importa, la comodidad también es seguridad. En Lakeland desarrollamos un overol ignífugo desmontable exclusivo para mujeres, combinando funcionalidad, confort y protección: 🔹 Chaqueta desmontable con cierre en la cintura: más movilidad y facilidad para pausa o tareas administrativas. 🔹 Cintura con cierre sanitario, diseñada para facilitar necesidades fisiológicas sin retirar toda la prenda. 🔹 Moldería adaptada al cuerpo femenino con elásticos en pantalón y talles específicos. 🔹 Protección ignífuga certificada y diseño apto para jornadas exigentes. 📍Porque la seguridad industrial también debe contemplar la inclusión y la ergonomía, este desarrollo marca la diferencia. 📩 Contactate con nosotros para conocer más en https://la.lakeland.com

For the full breakdown of how this driving school achieved 2.5x growth, read the case study on our website https://lnkd.in/dD2bUQK7

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I applied to 300+ jobs. Got rejected from all of them. I decided to try a new approach. The result? Interviews at Google, Twitter, and Uber + an offer from Microsoft with a $70k+ raise. Here's the 8 step system I used to make it happen: 1. Understand who companies really hire I used to think the most qualified candidate got the job. That's not true. Companies don't hire the most qualified candidate. They hire the person they believe will deliver the most value. 2. Go deep on value-aligned companies To illustrate value, I had to narrow my focus. I stopped applying to random jobs online. Instead, I created a system for scoring opportunities. When I found a fit? I aimed to learn everything I could about: - Goals - Challenges - Major initiatives 3. Find people who can refer you in I knew I needed a referral. They would help me skip the line and maximize my value. So I found people who could influence my ability to get hired. - Potential hiring managers - Skip level managers - Peers - Etc. I aimed for ~10-15 at each company. 4. Start making contact I didn't ask for a referral up front. I made my initial outreach about the other person: - I engaged with their content - Recognized career transitions - Asked for advice and followed up with results - I aimed to add value first. After a few touch points, I asked for a call. 5. Research, research, research Next, I'd start researching. My favorite tactics were: - Listening to earnings calls - Interviews / keynotes with executives - Product + customer reviews - Surveying customers / prospects - Performing competitive analyses - Gathering credible industry data Then I’d pair that with the info from my networking to craft my pitch. 6. Crafting a pitch deck I packaged my pitch in a short slide deck: - I introduced the problem / opportunity. - I backed it up with industry data. - I shared 2-3 ideas or solutions with an execution plan. Then I sent the deck to my contact and asked for feedback. After some back and forth, I’d go for the referral. 7. Examples of pitch ideas For Google, I created a personalized pitch strategy for a potential client. For Twitter, I shared 5 ideas for monetizing their existing audience. For Microsoft, I surveyed SMBs and turned the feedback into a strategy to help Microsoft Ads reach more SMBs. Anything works here as long as it’s valuable to the company and allows you to convey that value on your terms. 8. Landing the offer In the end, Microsoft extended an offer. I officially became a Partner Manager at Microsoft Ads. That took my total comp from ~$70k / year to $140k / year. All without “traditional” experience and without applying online. 📈 But this isn't just my story. We've turned these 9 steps into a repeatable system that helps our clients see offers in ~15.5 weeks with a $44k raise (in today's market). 👉 Want to see how they fit your search? Book a free 30-min Clarity Call:

My client had applied to 500+ jobs. She got zero interviews. We teamed up and 2 months later? - Multiple interviews - An offer from an F100 company - $100,000+ comp package What changed? She stopped applying online. And used this 8-step process instead: 1. She Shifted Her Energy After 500 apps and no results? She stopped investing in a system that wasn't working. Instead, she looked at the data. 40%-80% of hires come from referrals. She reallocated 100% of her energy towards building relationships. 2. She Narrowed Her Focus Instead of applying to whatever jobs were posted that day? She created a list of specific companies that met her criteria. It had 15 companies on it. Now she could deeply invest in a smaller set of aligned companies to understand their goals, challenges, initiatives, etc. 3. She Built A List Of Contacts They had to meet 2 of 3 criteria: - Be on the hiring team - Be able to influence her ability to get hired - Be able to provide info on challenges, goals, etc. She aimed for 10-15 contcts at each target company. 4. She Made It About Them Her first email wasn't "can you refer me in?" She engaged with their content. Complimented their personal projects. Recognized career changes. If you want 15 minutes of someone's time? Show them you spent time to earn it. 5. She Used Convos To Get Intel She used each connection to learn. She asked contacts about the challenges they faced. The goals they had. The initiatives their team was rolling out. Then she compared to her own research. When one clicked? She doubled down. 6. She Crafted Her Pitch She turned her angle into a pitch deck. She introduced her major value-add on the first slide. Then she validated it with industry data or customer feedback. Next, she outlined her ideas to help. Finally, she used her background as supporting evidence for why she was a fit. 7. She Used It To Get Referrals She sent her deck: "Hey [Name], I've been thinking a lot about our conversation, especially [Goal / Challenge / Etc]. I put a deck togther with some quick ideas for you, attached here. Would love your feedback!" After some back and forth, she asked for the referral. 8. She Had The 1,2 Punch Now she had an interview. And with that interview? She had an advocate who was going to bat for her. She also had a pitch deck that she could leverage in each of her conversations. Those two things led to a six-figure offer from an F100 company. To recap: 📉 500 apps. 0 interviews. 💼 60 days later? $100K+ F100 offer. Want this 11-step system tailored to your search? 👉 Click below to grab a free 30-min Clarity Call with our team.

Still wondering if remote talent can handle real project demands? This short case study shows how a complex project was successfully delivered by a remote team.

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