André Silva on LinkedIn: Senior Data Analyst - FRVR (2024)

This week, I had numerous internal dialogues. Essentially, I spoke to myself a lot...NO! YOU’RE THE LONELY ONE! 😤Seriously though 👇I reflected on how recruitment works at FRVR. I felt I had to investigate how much our process leverages the natural strengths of a recruiter.Here's a summarized version of my thoughts:Analysis, Part 1:I ASKED MYSELF:What are, in my estimation, the greatest strengths of a recruiter?SELF-REPLY:Well, typically, it’s a forensic mindset (ability to investigate and find inconsistencies), perception, observation, relating, and communication.MYSELF:Oh nice… I might be crazy, but this is actually a good answer.Analysis, Part 2: I then reflected further:MYSELF:Is our recruitment process designed to foster those strengths?SELF-REPLY:It could be better! When I speak to candidates, I’m often more focused on note-taking than truly understanding the person or professional in front of me. In the first call, where we gather logistical information and explain the role, there isn’t much time for deeper investigations. So much for forensic and perceptive skills. Additionally, sourcing takes up a significant amount of time.MYSELF: Alright… What can we do about it?SELF-REPLY:Here’s a solution: If we had AI to assist with sourcing & interview note-taking, plus a tool for personality, character, values, and potential analysis, it would greatly highlight our strengths.MYSELF:That works... Do we have the cash? 🤠💶POST-ANALYSIS REFLECTION:From where I stand, a great way to leverage a recruiter’s strengths and abilities is to ensure we have time for deeper conversations, analysis, & data. Recruiters, with their keen perception, ought to systematize their work to spend most of their time doing what they do best. This way, we can create the most “natural” environment for our strengths to shine.A process where you have the time to look into the eyes of the person you’re talking to, where you can ask questions that arise naturally during the conversation, and where you have more data on the individual to turn into insights — is a process that supports the investigation, observation, and perception that recruiters excel in.Recruiters are the gatekeepers. Organizing the process to favor our natural instincts seems both organic and positive.POTENTIAL CHALLENGES:I understand that this might make the recruitment process a bit more demanding for candidates, but let’s consider the building of trust in a friendship:The strength of a friendship’s trust has a negative correlation with impatience and speed. It takes years to deeply trust someone. While work relationships aren’t exactly friendships, although many do develop into that, there’s still an element of trust and humanity connecting us in the workplace. We must make sure that the person we’re hiring can feel a sense of belonging, can participate fully, and has the right character and skills.That’s all for today 🙏🏼Have a great weekend ahead!

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Hey LinkedIn Community 😎I hope you’re enjoying your week 🎸I'll share thoughts on the essence of teamwork. I won't be focussing too much on definitions, which are just a Google search away 😊Let's dive in 🏊🏼♀️UNDERSTANDING TEAMWORK- Teamwork is often described as the collaborative effort of a group of individuals to accomplish a common goal. It involves effective communication, cooperation, and shared responsibility for the group's success or failure (Google Search 😅)But the main question here is 👇- Does GOOD teamwork happen naturally? Are there specific conditions that foster it? If all that’s required for teamwork is collaboration towards a common goal, then any team would be practising it.So, what exactly is proper teamwork? 😜THE TRIUNE BRAIN MODEL- To explain, I'll use Paul MacLean’s Triune Brain model from his book, The Triune Brain in Evolution: Role in Paleocerebial Functions (1990). MacLean suggests that advanced mammals’ brains are an amalgamation of three key regions: the brainstem (Reptilian Brain), the limbic system (Early Mammalian Brain), and the cortex (Neo Mammalian Brain). These regions handle survival, emotion, and cognition respectively.APPLYING THE MODEL TO TEAMWORK- We can now understand that to optimize teamwork, we must address the team's needs at all three levels:- Reptilian Brain: Handles core survival needs like eating, sleep, reproduction, and defence.- Limbic System: Manages emotions, safety, belonging, and motivation.- Neocortex: Deals with intellect, creativity, and problem-solving.MEETING TEAM's NEEDSFor teamwork to flourish, these needs must be met. Here’s how this translates to a workplace:- Reptilian Needs:Am I under unfair and extreme pressure? Am I micromanaged? (Defense)Do I have a work-life balance? (Sleep)- Limbic Needs:Do I have people whom I can trust? Do I trust my team and managers' judgement? Do I feel they have my best interests at heart? (Safety, Belonging)Do I believe in the future of the company I’m working for? Do I take responsibility to do my best? Am I challenged by my managers and team? (Motivation)- Neocortex Needs:Am I intellectually challenged in my current workplace? Am I bored or too comfortable? (Intellect, Creativity, Problem Solving)CONCLUSION:A team or a company are a collection of individuals. A happy team or a happy company is a collection of happy individuals.When all the above needs are satisfied, assuming everyone has good intentions, teamwork becomes a natural outcome of a well-realized human potential.So the essence of Teamwork, in my estimation, is well-nourished, motivated individuals, working in unison, towards a common & relatable goal.Have a great rest of the week 🙏🏼

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Hey good people, how are you? 😊 I’ve been feeling compelled to share some interview tips from my perspective as a recruiter with 5 years of experience. While these tips apply to most industries, they look more relevant for the more creative ones like gaming, education, and entertainment.Let’s dive right in! 🎸Tip #1 - Come Well-Prepared 📚A recruiter's sweet spot is when a candidate has a deeper-than-average understanding of the company and the role. This demonstrates: “You’ve shown you could be one of our own.”Consider this analogy: Imagine a Palaeolithic tribe crafting Obsidian Spears. They need more people, so they choose a Gatherer with good observation and forensic skills to search for new tribe members. This Gatherer needs to understand the tribe’s work, skills, spirit, and culture. When finding candidates, the Gatherer asks: “Do you have the necessary skills?” and “Can you work harmoniously with us?”Translating this to modern terms, interested candidates should:- Arrive on time.- Know when to listen and when to speak.- Be courteous.- Organize the speech well, using relevant examples of experience.- Show understanding of the company’s activities and objectives.In this Information Age, it’s easier than ever to research online. Candidates who don’t make an effort to understand the basics lose significant ground in the first impression.Tip #2 - Well-Organized and Easy-to-Read Documentation 📑Remember Albert Mehrabian’s theory: communication is 7% verbal, 38% vocal (tone, pauses), and 55% non-verbal (body language, presentation). Our digital information is the extension of ourselves in these contexts.Therefore, consider:How readable is your CV?How authentic, relevant, and applicable is your cover letter?Candidates that understand the role of a Recruiter, tend to put themselves in the shoes of a reader of their documentation. Then they self-evaluate their digital communication and make it sharp, precise, and relevant. These efforts are noted.For example, at FRVR, cover letters are optional, but when a candidate puts creative effort into the application with the CV & Cover Letter, it means they want to be “heard”, so it becomes much easier to “listen.”Tip #3 Flexibility and Open-Mindedness 🧠Evaluate each application through a multivariate approach. Consider this: in an exam, some questions carry more weight than others, but all contribute to the final score. As a candidate, you might have excellent documentation but lack specific experience with Obsidian. The tribe may or may not have the resources to train you. Alternatively, you might connect well with the recruiter, but the tribe might decide they need someone with more experience. This isn’t a reflection of your worth but rather a matter of fit.I hope the above message made some sense to you! Have a good rest of the week 🙏🏼

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FRVR is hiring a Senior Engineer for Krunker Strike - the most successful Casual FPS in the world (at least that's what people keep telling me...) 🤭We opened this role because the team truly needs a helping hand - a steady, senior, inventive hand - who can mentor younger juniors but mostly increase the quality of the output. We're especially on the lookout for People who love FPS, with experience working with Live Multiplayer features. If shooting people (digitally, of course! 🤥) is your thing, come join us! 🔫 💪 Comment, like, share and subscribe (why not?), as every new role in our industry, amidst such chaotic times, can be a beacon of light for someone.Will it be you? 😉🚀

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FRVR is booming right now🤞🚀 Our AI project - https://www.frvr.ai/ - needs a strong Software Engineer to support Chris Benjaminsen and Joshua Chittick.Summary of the role: Be hands-on in building and enhancing the FRVR AI product, including:Developing and maintaining a game creation and consumption service (full-stack website+APIs) built with Sveltekit, JS+Typescript.A game creation backend where the stack includes Node.js, TypeScript, WebSockets, MongoDB, Kubernetes, Redis, Message Queues, and the FRVR AI Model (including integration of 3rd party models and services).Interfacing with FRVR’s Platform Team who develop the FRVR SDK & Game Engine, including integration and development on both sides as needed.Get on board and help us revolutionize the gaming industry - join FRVR now 👾🕹️🚀

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FRVR is growing super fast 👾😎We're now hiring a Senior UI/UX (Platform) to join us 💪 If you're interested or know anyone who is, like and share 🕹️

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FRVR is hiring a junior accountant to work with the amazing Francesca Licata 👾If you're interested, apply below ⬇️ See you soon! 😎

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"What's the impact of AI in gaming?" Well... Is this an answer? 🕹️😎The future looks bright 🎯⭐️More information at https:/www.frvr.ai/*We're also hiring 🤫#FRVR #Forge #Gaming #AI #Hiring #Gamedesigner #Gameproducers

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