CEO BILLZ on how to find the right people and build a strong company

Rustam Khamdamov, city — Tashkent, CEO and co-founder of the BILLZ startup

At BILLZ, the team is the foundation of our success. We create automation technologies for small and medium-sized businesses, and it is important to us that every new employee not only meets technical requirements but also shares our values and approach to work. We are looking for people who can adapt, work in a team, and show passion for innovation.

Recruitment

Our hiring approach depends on the requirements of each specific role, whether it is sales, customer support, HR, or technical specialists. Here is how we approach staffing key teams:

1. Sales: a crucial role in business development
   For sales specialists, we are looking for people who:
   — are empathetic. They must be able to connect with clients and understand their problems
   — understand technology. Salespeople must clearly explain how our solutions will help the client's business
   — are goal-oriented and persistent. We need people ready to achieve results in a dynamic SaaS environment.

We assess not only sales skills but also the ability to work with data and collaborate with other departments to close deals as effectively as possible.

2. Customer Support and Call Center: the face of the company
   Customer support employees play a key role in building long-term relationships with clients. We are looking for those who:
   — have a positive attitude. This is important for building trusting relationships with clients
   — can solve problems. The ability to quickly find solutions is a mandatory requirement
   — know several languages. Since we operate in different markets, knowledge of Uzbek, Russian, and English is a significant advantage.

We use scenario-based tests to evaluate how candidates handle difficult customer situations.

3. HR Team: creators of corporate culture
   HR specialists help build a strong and cohesive culture within the company. We are looking for professionals who
   — understand BILLZ values. They should attract employees who share our mission
   — propose innovations in hiring. We value fresh ideas for optimizing processes
   — know how to develop the team. HR should create training and growth programs that increase employee motivation.

We also look for experience in HR analytics to make informed decisions.

4. Technical Team: innovators and product creators
   For engineers and developers, we are looking for candidates who
   — are technology experts. Deep knowledge of programming languages and frameworks is mandatory
   — can work in a team. It is important that they can explain complex technical concepts to people from other departments
   — are adaptable. In a startup, priorities often change, and it is important to be able to quickly adjust.

We conduct technical interviews and assignments to assess their ability to solve real-world problems.

5. Marketing: telling our story
   In marketing, we are looking for people who know how to:
   — think analytically. Use data to evaluate campaign effectiveness
   — approach work creatively. Create content that resonates with our audience
   — understand the market. Experience working with small and medium-sized businesses in Central Asia is a significant advantage.

Candidates are often asked to develop a marketing campaign concept so that we can assess their strategic thinking.

Common Candidate Traits

Regardless of the position, there are several key qualities that are important to us:
— alignment with the company mission. We are looking for people who want to help small and medium-sized businesses grow through technology
— cultural fit. We value a spirit of collaboration, openness to feedback, and the ability to work in a dynamic startup environment
— desire for growth. BILLZ is a fast-growing company, and we need employees ready to grow with us.

Organizing Hiring

The process looks like this:

1. Defining the role. We carefully outline the requirements for skills, responsibilities, and alignment with company values.
2. Searching for candidates. We use various channels: employee referrals, professional networks, universities, and platforms like LinkedIn.
3. Multi-stage interviews as an initial screening to assess role fit, technical assignments or case studies, and interviews to assess cultural fit.
4. Feedback. We always provide candidates with detailed feedback so that the process leaves a positive impression.

Employee Support

We have a clear onboarding process that helps new employees adapt quickly. We assign mentors to help new team members better understand our culture. Additionally, we regularly conduct training and educational sessions to develop professional skills.

Our goal is to create a team that not only works together but also inspires each other, creating solutions that help small and medium-sized businesses grow and thrive. We want every employee to feel that their contribution is important and valued.

This approach allows us to form a strong, cohesive team that moves in one direction and achieves common goals.