Wir helfen leidenschaftlichen Menschen, ihr Business aufzubauen, das sie lieben! 🫶
Wir sind fasziniert von Produkten, denen man ansieht, dass ein passioniertes Team viel Liebe investiert hat, um die einfachste und schönste Lösung zu entwickeln. Unsere Welt braucht nicht mehr, sie braucht weniger - aber bessere - Erlebnisse.
Neu definiert, wie sich Arbeit für dich anfühlt.
We just introduced profit sharing for our team!
After years of thinking about it, we finally found a way that actually works.
The problem we were facing:
→ Should we base it on individual performance? The issue we found is, it's super hard to measure individual performance fairly without creating toxic competition.
→ Should we give everyone equal shares? But that didn't feel fair to people who've been building this company for years.
→ Should leadership just decide? That felt like a recipe for resentment.
Our Solution:
We distribute different multiples based on how long someone has been with Perspective.
→ 0-6 months gets X
→ 6 months-2 years gets 2X
→ 2+ years gets 3X
Why tenure?
Because time at Perspective tells two stories simultaneously:
1/ How much of their life someone has invested in building this company.
2/ How they're actually performing (if they weren't a top performer, they wouldn't still be here).
The Timing:
Instead of once-a-year payouts, we trigger profit sharing every time we add €100,000 in new MRR.
This means:
→ Multiple celebrations throughout the year
→ Everyone gets excited about company growth
→ Payouts get bigger each time (since they're based on total MRR)The Numbers:If we double our revenue, we'll distribute almost €700k in profit sharing alone.
According to my dashboard, our first payout is just a few days away.
Why profit sharing matters:
The truth is, a software company like ours is nothing but the people who work there.
Being profitable means we can scale AND share the wins at the same time.
That's the advantage of building without VC money – we get to decide how to reward the team that's actually building this thing.
Team, I'm so happy we finally figured this out.
Let's scale this thing together 🚀
What's your take on profit sharing? How do you make sure everyone wins when the company wins?
✨ 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?
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?
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.
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.
Offene Stellen
Wir suchen leidenschaftliche Menschen, die Wert auf Qualität legen. Wir leben eine Kultur der Eigenverantwortung und Freiheit, die den Raum gibt, sich zu entfalten.
6 einfache Schritte, zu uns ins Team.
Unser Ziel ist es, dass jeder Schritt im Prozess Spaß bereitet und maximal 2 Wochen dauert. Der Prozess hilft dir und uns herauszufinden, ob wir gut zueinander passen.
Bewirb dich auf eine Stelle
Melde dich bei uns unkompliziert über eine Stelle, bei LinkedIn oder über den Chat.
Ein kurzes Kennenlernen
Das hilft uns beiden, die wichtigsten Fragen zu klären und uns kennenzulernen.
Werte austauschen
Wir finden heraus, ob deine und unsere Werte zusammen passen.
Kurze Arbeitsprobe
Ziel ist es, beidseitig herauszufinden, ob du deine zukünftige Challenge & deinen Bereich liebst.
Triff dein zukünftiges Team
Du lernst dein zukünftiges Team und unsere Gründer kennen.
Willkommen an Bord!
Wir zählen bereits jeden Tag, bis du startest und bereiten dein 2-wöchiges Onboarding vor.
Unsere 8 geliebten Werte & Prinzipien
Keep growing
Leben ist Wachstum. Nichts steht still. Und wir auch nicht. Voneinander lernen und besser werden ist der Kern unserer DNA.
Be cordial
Es gibt nichts Besseres, als mit netten und herzlichen Menschen zu arbeiten. Das klingt so logisch, ist aber in Wirklichkeit sehr selten.
Full transparency
Offenes Feedback sorgt dafür, dass wir die beste Version von uns selbst werden und der Spaß an der Zusammenarbeit nie aufhört.
Succeed with joy
Das Leben ist zu kurz für einen Job, den wir nicht lieben. Wir helfen uns gegenseitig, das nie zu vergessen.
Less, but better
Wir glauben an Qualität statt Quantität. Etwas Mittelmäßiges macht uns und unsere Kunden nicht glücklich. Weniger, aber besser.
Full ownership
Wir sind überzeugt, dass wir nur erfüllt sind, wenn wir in unserer Arbeit volle Verantwortung und Freiheit genießen. Und das leben wir.
Think design
Design ist weit mehr als Aussehen. Es ist die gesamte Erfahrung, das Gefühl, das wir spüren, wenn wir mit etwas interagieren.
Customer obsession
Wir arbeiten nur an Projekten, von denen wir im Voraus wissen, dass sie von unseren Kunden geliebt und genutzt werden.
Diese Vorteile warten auf dich:
Mindset? Qualität!
Für uns gibt es nichts Schöneres, als an Projekten zu arbeiten, die qualitativ hochwertig sind und unseren Kunden ein Lächeln ins Gesicht zaubern.
Arbeite von überall in Europa
Wir sind ein 100% Remote Unternehmen mit dem Ziel, Remote Work zu innovieren. Lass uns andere Unternehmen gemeinsam inspirieren!
Bestes Arbeitsequipment
Arbeite von dort, wo du dich wohl fühlst. Wir sorgen für das beste Equipment wie Apple MacBooks, zweite Bildschirme und mehr.
Co-Working Mitgliedschaft
Mit deiner Mitgliedschaft hast du Europaweit Zugang zu hunderten Co-Working Spaces. Genieße diese Flexibilität.
Mtl. Remote Working Budget
Du erhältst ein mtl. Remote Budget i.H.v. 100 € für alles, was du liebst. Kaufe dir einen Stehtisch, Kopfhörer oder buche dir eine Airbnb Unterkunft.
Ownership & Freedom Kultur
Wir sind davon überzeugt, dass du deine beste Arbeit schaffst, wenn du absolute Freiheit genießt und echte Verantwortung trägst.
Herzliches Team
Kommunikation sollte herzlich sein, immer. Das ist der No.1 Grund, den unser Team über unsere Kultur liebt und lebt: Herzlichkeit.
Wir sind Klimaaktiv
Wir kompensieren alle CO2-Emissionen unseres Unternehmens inkl. jedes einzelnen Teammitglieds. Lass uns ein Vorbild sein.
Team-Retreats
Zweimal im Jahr treffen wir uns für eine ganze Woche an tollen Locations und verbringen erlebnisreiche Tage als Team. Wir freuen uns schon auf dich!
Wir sind 100% remote und leben Ownership & Freedom.
Als Team sind wir davon überzeugt, dass wir unsere Bestleistung erreichen, wenn wir absolute Freiheit genießen und unsere Bereiche jeweils selbst in die Hand nehmen. Daher nennen wir unsere Kultur: Ownership & Freedom Kultur.
