02/10/2026
One of the things I spend the most time thinking about is how to build a team without letting quality become random.
For me, hiring is only the beginning.
I look for people who already understand what we’re building. Often former students, referrals, or people who genuinely believe there is a better way to approach psychometric preparation.
After the first interview, I often ask candidates to record a short video explaining why they want to work with us and what they believe they can contribute.
But the real evaluation starts once they begin working.
Every recurring task has a process.
How we onboard a student.
How we answer messages.
How we manage a course.
How we conduct student interactions.
New employees learn one task, practice it, perform it with supervision, receive feedback, and gradually become more independent.
Then the loop continues.
Student feedback comes back into the system.
Interactions can be reviewed.
Patterns can be identified.
Training can be improved.
Protocols can be updated.
Over time, I’ve also started applying technology not only to learning, marketing or sales, but to the way we hire, train, measure and maintain quality across the company.
I’m still involved in that process myself.
But my goal is to keep turning what we learn into systems that make the next employee, the next course and the next student experience better.
That’s probably the part of building גולברג פסיכומטרי I find most interesting:
creating a company where improvement stays in circulation.
