Academy blog

Is me and NPAW a great match?

Mirror, mirror on the wall… is NPAW the best one of them all?

The cultural match among companies and employees has spilled and it’s definitely still spilling a lot of ink, so I won’t add too many words on this. It has a strong impact on the quality and the length of relationships in the business environment. That is why, not only recruiters, hiring managers and the main kingpins in the recruitment process but also candidates themselves, need to be as clear and transparent as possible regarding this thing.

Despite the fact that we are all aware of the high cost we’ll pay for pretending, both ones and the others tend to put on their best smile and adapt their answers and behaviors to meet the counterpart’s expectations.

Check out the list of the Top 5 values and the subsequent behaviors that differentiate those that have had a satisfactory and successful path at NPAW and those that have found their place somewhere else.


I really love the manifesto from GyShiDo, that I´ve found it when I was writing this post and I need to admit that it´s simply brilliant!

We are relatively a small company [71 team-members now] and despite growing fast, every vacancy needs to be really well justified for two reasons: budget (obviously!) and efficiency (something that’s really into our NDA). So, when we hire, we expect to incorporate a new team member that will help us to solve a problem that cannot be fixed either to time constraints, a lack of knowledge, or both. In any case, productivity, autonomy and problem-solving skills are a must, otherwise, we will be in front of what we call “a problem converter” (that person that in order to solve a need, generates other needs to be attended).

If you need to be told: what, when, how, with whom and why or you wish you will be provided with all solutions for every unexpected problem that arises (ups sorry, I meant to say challenge), I’m afraid NPAW might not be your place.


Paralysis due to fear of failure and/or excess of perfectionism won’t be an efficient ally here either. We care about outcomes and their absence can’t be justified.

Tom Wujec in his Ted Talk “Build a Tower, Build a Team” based on the “marshmallow problem” shows us that comprehensive planning may help us feel comfortable and professional. On the other hand, it is very probable that we will be missing key aspects in the problem-resolution approach. This can lead to an expensive failure that will become evident when it is already too late.

The “Fail fast, fail cheap” approach (and I would add “and learn fast enough on your mistakes to avoid them happening again”) requires high tolerance to ambiguity and flexibility to adapt to unexpected changes. Sometimes it can be (very, extremely, really!) frustrating. But it can be even more tiring when you cannot use it as an excuse for suboptimal results. But, let´s face the truth- that´s the price for doing new things.


People, customers, projects, resources, jobs, trends… come and go and it’s never the end of the world.  Don’t panic, be rational and find your way to reverse the situation into an opportunity for improvement.

We are on the lookout for people “open to experience” (side note: bonus points! Openness to experience correlated positively with both general intelligence [r = .33] and crystallized intelligence [r = .30]). The ones that we are looking for are able to take -intelligently and previously considered- risks to get a bigger benefit and understand that reality is flexible and evolving- just like they are.

“Can-do attitude” in front of difficult situations is a requirement. If you want to stay in your comfort zone you should better stay away.


You’ve got your needs, preferences and problems. You know that others have it too, right? So as some people say, leave your ego at the door (at least during working hours!).

Your colleagues have also a right to be sad, tired or angry at something work-related or not. Don’t think that others live better, work less than you do or things are easier for them. Respect others’ time, job and decisions, even if you don’t share their beliefs (maybe you don’t even know them). None of us is the world’s navel, and the team will always take priority.


If money is your main and only objective, you may not be happy here. You’ll be required to take ownership and responsibility of your role, to go the extra mile and to work harder or longer if needed. May others earn more and work less? I don’t know, I’ve not been there, but I am here in NPAW and I am happy that every time I am trying to accomplish a daunting task, I am given a chance to feel extremely proud of my work and commitment even though at the beginning I might not be 100% sure whether I would be able to finish it successfully anyway. I also need to admit that I am lucky enough to work in a competitive environment that taught me that being (self) demanding and ambitious pushes you and the company to stand out from the crowd.

We encourage you (if you have not done it before!) to think about what makes you really happy at work. Ask yourself a question: what is essential to me? What’s not and what can be waived? Then, be sure and determined of whatever you decided to find your perfect balance at work. You already know who we are, take it or leave it 🙂

Research & Editorial Team on April 12th 2018

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