005_ Decisions Over Dashboards_ How Deezer Turns Analysts into Problem Solvers w_ Thibaud Arbes Dupuy.mp4_001

What are the skills that you're that you've been that you now as a team have that perhaps weren't there to start with or you now look for you bring in someone who hasn't been working this way before? Like, what's the skill set that you're that when you see someone in an interview, you go like, you haven't you know, you you're not you but you're a data analyst, but you're you've got the skills that we actually think works well in this team. I mean, we're we're kind of particular, I'd say, at least compared to the our peers in Paris and from from what I can tell. I mean, I might not I don't know exactly, but we pretty much only hire out of university if we can. It's something that I actually have lots of arguments with, with the. I'm sure. Exact That doesn't sound pizza. My exec was always like the CRO was always, oh, we we need some more senior people. And I was like, no. Patience. Oh, sorry. So you mean, like, you hire very junior people from the back office? Hire the juniors. So you essentially have a cycle of someone leaves at the top, everyone moves up, and then you hire at the bottom. Okay. So you you actually even sort of of you've actually come to realize you wanna you wanna train up from a very early Asian career rather than have bad habits built in up too late. Yeah. Yeah. Because, well, I mean, there's a bunch of res there's practical reasons for that. It's much cheaper to get someone who like the top one percent is the, well, this is just getting into kind of recruitment now, but the, the price, the salary difference between the best graduate and the worst graduate is much smaller than the salary difference between the best head of and the small head of, and the worst head of in in a market. So if you're really fighting over talent, you wanna fight early if you're if you don't have the biggest budget in town. But it also means you you can train people to work the way that you want. And, and it also means people know that they're gonna get promoted because they know that you work that way. So that's so when we're looking, we're looking at junior people who, I mean, I think the number one thing we look at I well, I look at, we have, like, quite a few rounds in different people. You you need, like, to pass a technical test, so I think it's that difficult. But you we we do kinda case studies that sees how quick you are at maths, how quick you are at kind of business concepts, pricing, changes in margin, things like that that make you think. Sometimes it say, you know, how would how would you run an AB test on a product? But this is kind of pen and paper sort of case studies. Okay. And it's looking for I mean, I'd say my experience, the people with the best of the numbers, following through, you know, what we're saying and then doing their little sums and going, they've been the best, once they're in and doesn't matter if they're from in, in France, you know, you've got to kind of split between engineering schools and business schools, and then it's sort of culturally different. It doesn't really matter which one they're from. I've found that both can be really good.