Join Us. Be You!

✨ This year, I quit my job.

Not because I had a better offer. But because there was one company out there doing things in a way I had never experienced before.

‍

I wasn’t looking to leave. An ex-colleague — and dear friend — simply asked me to speak to Polina Kasterova.

‍

I said yes, not knowing that one call would plant a seed.

By the second call, I knew this company was special.

‍

After speaking with Michael Bogner and the team — still no offer on the table — I couldn’t shake the feeling: this is where I belong.

‍

Why?

‍

Because they hire for cultural fit — not just credentials.

Because they believe hard skills can be taught, but values run deep.

Because when they invited me to a second interview, it wasn’t to prove my skills — it was a values-based conversation to see if we were right for each other.

‍

Having run cultural interviews myself, I know how underestimated they are. Too often, companies bet on experience to fix a metric, only to be disappointed months later when the fit just isn’t there.

‍

My values-based conversation was meant to last 45 minutes. Robert L. and I talked for an hour and a half. I could have gone on for the entire evening.

‍

Because it was clear: this company deeply, truly cares about hiring the right people.

‍

Fast forward a month and a half — I’m two weeks in. And I can say this with full conviction:

I couldn’t have chosen better.

Here’s to the next chapter at Perspective — where values aren’t just written, they’re lived.

‍

Where growth is a mindset, honesty is a given, and the drive to get better every day is shared by everyone around you. I’m beyond excited to grow here — as a teammate, a builder, and a human. ❤️🚀

‍

At Perspective, we do things differently.

‍

Before jumping on a call, we send a form created with our own product to share all the key info: company details, role specifics, salary range, and benefits. We also ask a few simple questions to ensure there’s a good fit from the start.

‍

If it’s not a match? No problem. We move on and stay connected. If it is, we dive into a meaningful first conversation where we can really get to know each other.

‍

The feedback from candidates has been so positive, especially about how interactive and unique the experience feels. I’m proud to see how our own tool has shaped the recruiting process.

‍

Takeaway: Just because most companies lack transparency from the start doesn’t mean that’s the way it should be. It’s time to level up and create an exceptional candidate experience. We believe in doing things better & smarter, and that starts with our people.

‍

If you’re looking for your next challenge, take a look at perspective.co/careers and join us on this exciting journey! Have a great week 🚀

Perspective went from $0-10M in four years. Bootstrapped.

‍

Here’s five lessons I learned about Marketing from working for 10 weeks with the best marketers in Europe.

‍

1. Radical focus is everything.
→ You can achieve anything, but you can’t achieve everything.
→ The harder you say no to almost everything.
→ The more committed you are to the one thing that truly matters.

Growing to $10M in one European market alone. No English language localization for years. This unfair advantage gave them momentum big enough no company in the English speaking market can now compete.

‍

2. Deep understanding of human psychology. What makes Perspective different from most SaaS products?
It aligns with the First Principles of human behavior:
→ Consistent, minimalistic UX.
→ Less tabs open end users’ minds
→ Loads in under 1s.
→ Less time for distraction
→ Dopamine-generating digital interactions.
→ Just click on a button in any of Perspective funnels like this one and see what I mean.

‍

3. Owning your brand.

Since I first met Michael in person, he was radiating a different energy than any other SaaS founder I met before. Shortly after, when checking his LinkedIn, I saw his content:
→ Not the “just work harder bro” vibe now popular everywhere.
→ It’s the “be kind, work hard, pay attention” one.

My personal preference.

‍

4. Being aggressive with inputs, patient with outputs.

One thing I’ve observed across the whole marketing team is the speed of execution.

‍

Especially when it comes to:
→ testing new creatives
→ iterating new funnels
→ writing new scripts
→ running live webinars every weekWhich creates compounding energy.

‍

Best example:
→ 2024 Winter Release
→ a year of running webinars, testing, and iterating
→ to end up with over $1M in cash collected in ONE WEEK.

‍

5. Redefining the industry, not following trends. Instead of competing for validation from your customers and catering to their requests. Give them something they need.

‍

Even if, and especially if, they don’t know what it is.
→ Henry Ford didn’t build a faster horse.
→ Elon Musk didn’t build a fancier sports car
→ Steve Jobs didn’t build a prettier Microsoft.

‍

At the end of the day, everything can be tracked to human psychology and how you can meet people's hidden and known needs.

‍

What do you think? What do the best marketers do differently?

Big releases like this are always tricky. Will everything work? Is everything feature flagged correctly? Dealing with traffic spikes and all the questions etc.

Incredible proud of everyone in the team who really put (and are still putting) in some hours these last couple of weeks to make it happen.

Ever wonder why some hires just don’t work out, even though they have the right skills? At Perspective, we’ve learned assessing a candidate goes beyond just their skill set. Here’s what we look for to ensure a perfect fit:

‍

𝟏. 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐌𝐚𝐭𝐜𝐡 🌟Does the candidate care for the same values we care for? I believe we can’t teach someone values – we either match or we don’t. We can teach principles and how we work, but our values have to match from the start. A great culture fit ensures long-term success and harmony within the team.

‍

𝟐. 𝐒𝐤𝐢𝐥𝐥 𝐌𝐚𝐭𝐜𝐡 🛠️
Does the candidate have the right skills for the role? Skills can be taught, but having a foundational understanding and the right approach is essential. It’s about finding that balance between technical proficiency and the right way of thinking.

‍

𝟑. 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐌𝐚𝐭𝐜𝐡 📈
Do the candidate’s experiences align with where our company is right now? For example, hiring a manager from a large corporation into a small startup might not work if they require a big support system to make an impact. Ensuring the candidate can thrive in our current environment is key.

‍

𝐖𝐡𝐲 𝐢𝐬 𝐭𝐡𝐢𝐬 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐭?
Hiring the wrong candidate is costly – in terms of time, effort, and money. A mismatch can lead to disruptions and setbacks. That's why we place such importance on finding the right fit across all three levels.

Our recruiting process is designed to evaluate these aspects thoroughly. I’d be happy to share more insights on how we do this in future posts.

‍

𝐖𝐡𝐚𝐭 𝐝𝐨 𝐲𝐨𝐮 𝐥𝐨𝐨𝐤 𝐟𝐨𝐫 𝐰𝐡𝐞𝐧 𝐚𝐬𝐬𝐞𝐬𝐬𝐢𝐧𝐠 𝐢𝐟 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐟𝐢𝐭𝐬 𝐢𝐧𝐭𝐨 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲?

I promised you an update on our US expansion!We started earlier this year, and you know what? After just 4 months, the US is growing faster than our home market.

‍

Here’s the ugly ‘behind the scenes’:

For 3 years, we tried to expand internationally.

‍

A little effort here. A few campaigns there. Some ideas on the side.

It didn’t work. At all.

The real shift happened when we stopped treating US expansion as a side project and started treating it as our only project.

‍

Here’s what we did:
→ Killed all German content creation (even though 99% of our revenue was still from DACH)
→ Moved all marketing, product, and internal communication to English
→ Filtered every idea through one lens: “Does this help us win in the US?”

‍

It’s still early, but the momentum is real. Let’s go.

Ever been on a call with a recruiter, only to realize after 45 minutes that you’re not aligned on salary? Not ideal. It’s a waste of time — the most valuable resource — for both sides.

‍

At Perspective, we do things differently.

‍

Before jumping on a call, we send a form created with our own product to share all the key info: company details, role specifics, salary range, and benefits. We also ask a few simple questions to ensure there’s a good fit from the start.

‍

If it’s not a match? No problem. We move on and stay connected. If it is, we dive into a meaningful first conversation where we can really get to know each other.

‍

The feedback from candidates has been so positive, especially about how interactive and unique the experience feels. I’m proud to see how our own tool has shaped the recruiting process.

‍

Takeaway: Just because most companies lack transparency from the start doesn’t mean that’s the way it should be. It’s time to level up and create an exceptional candidate experience. We believe in doing things better & smarter, and that starts with our people.

‍

If you’re looking for your next challenge, take a look at perspective.co/careers and join us on this exciting journey! Have a great week 🚀

For most of my life, I thought I’d end up in New York.

That was the dream → Move to the U.S., make it there, build something big.

‍

Because that’s where things really happen, right?

That’s where things happen.
That’s where people truly innovate.
That’s where the world-changing stuff is built.

‍

And for a while, that belief made sense.

Europe felt… slower.

More stable than ambitious.

But lately?

Something’s shifted.

The most exciting companies I know right now?

Not in SF. Not in NYC.

‍

They’re being built right here.

🇪🇺🇪🇺🇪🇺

→ The talent is here
→ The ambition is here
→ The energy is here too (finally)

Perspective. Lovable. Others.

‍

So now I’m wondering:

Maybe it was never about America.

Maybe it was always about building something that matters.

Times flies when you start a new job - I am glad I documented this amazing rollercoaster ride and FEEL so GRATEFUL for my new team (Laura Rieger 👩‍💻📈 & Niels Klement) And by the way - if you want to join our journey - Perspective is hiring