00:44:08 · Guillaume Moubeche, George Bonaci
[00:44:08] S1: Yeah. It makes sense. We talked at the beginning of the of the interview about, you know, like, the many bets that Ram could do and eventually, like, fail at because it's it's okay, like, to fail or miss. But what would you say is one bet that Ram cannot miss or cannot get wrong in the future? [00:44:30] S0: Yes. I think the secret to Ram's success truly is is is the people and the culture. So the bet we can't get wrong is is who who we're betting on. Not to be even more cliched around this out, but I really think that making sure... Like, especially now that hiring is incredibly noisy. Everyone can have a perfect resume that is perfectly tailored to the job based on AI. Like, it is very, very, very noisy. So being able to find like the best of the best, the people that are going to take initiative and like maintain the culture versus change the culture, or even up level the culture, like build... Bring more intensity, like that is the key. And so I would argue that you have to be more careful with hiring today than than you used to. Like no matter what, they're going change the culture in some way. Hopefully, they're changing it in a positive direction and reinforcing the things that you value, which in our cases is is velocity. And an experimental mindset, especially on the growth team. So who we're betting on is by far the most important thing that we can't get wrong.
00:44:30 · George Bonaci, Guillaume Moubeche
[00:44:30] S0: Yes. I think the secret to Ram's success truly is is is the people and the culture. So the bet we can't get wrong is is who who we're betting on. Not to be even more cliched around this out, but I really think that making sure... Like, especially now that hiring is incredibly noisy. Everyone can have a perfect resume that is perfectly tailored to the job based on AI. Like, it is very, very, very noisy. So being able to find like the best of the best, the people that are going to take initiative and like maintain the culture versus change the culture, or even up level the culture, like build... Bring more intensity, like that is the key. And so I would argue that you have to be more careful with hiring today than than you used to. Like no matter what, they're going change the culture in some way. Hopefully, they're changing it in a positive direction and reinforcing the things that you value, which in our cases is is velocity. And an experimental mindset, especially on the growth team. So who we're betting on is by far the most important thing that we can't get wrong. [00:45:22] S1: Love it. I mean, we we touched based on many, many different topics, and I think this conversation was extremely valuable, Joyce. So to close this up, like, where can people follow your updates or Ramp's updates? [00:45:34] S0: Yeah. I am not big on social media. So, honestly, anything Ramp related, try Ramp on Twitter. Our Ramp blog has, like, a wealth of information, especially our engineering builders blog. And if you really, really wanna follow me, then then LinkedIn.
00:45:34 · George Bonaci, Guillaume Moubeche
[00:45:34] S0: Yeah. I am not big on social media. So, honestly, anything Ramp related, try Ramp on Twitter. Our Ramp blog has, like, a wealth of information, especially our engineering builders blog. And if you really, really wanna follow me, then then LinkedIn. [00:45:45] S1: Awesome. Thanks a lot, George, and have a fantastic day. [00:45:49] S0: Thank you. You too.