Pros and cons - Administrative Mindvalley Employee Review

Thanks for your feedback! 1. Like any good company we prioritize employees who are dedicated to our projects and mission. While we do believe in entrepreneurship education, we don't encourage side projects that would be in compettion with the time invested at Mindvalley. If a candidate has a side project or plans to launch a business on the side, this should be disclosed during the interview to ensure that it will not be in conflict with his or her dedication to the company. 2. "Vishen is extremely controlling of employees lives outside of the company and takes credit for passion projects employees do in their spare time to push Mindvalley Foundation" – The CEO does not intervene with the personal lives of his employees. As illustrated in point #1 above, Mindvalley will only question a side project or business if it breaches the employee contract and abuses the Mindvalley brand. 3. "There is little substance behind many of the projects you see on Mindvalley.com". These specific projects are under development, hence why we included a tentative (future) deadline for them. We featured these projects on our homepage to showcase how we're moving towards our mission statement and keep other details secret for corporate and competitive reasons. 4. "Marketers and management are inexperienced..." – This is true in several cases and we learned this the hard way after experimenting with our recruitment process. The CEO stopped doing interviews for a short period and as a result we dropped the ball on hiring culture fits. We've now tightened our recruitment process and are proud to say that we now have an incredible team of rock-star performers :-) 5. "Thrown others under the bus when things go wrong" – This is a subjective matter and we're not sure of the incident highlighted. 6. "Many former employees are alienated and badmouthed by Vishen. Talk with any former employee for the full rundown." In cases where we've had to let an employee go, we work by the 'compassionate firing' policy and announce as resignation. However there is one exception – should the employee be fired for severe lack of intergity (such as theft, corruption or policy abuse), we choose the transparent road as we practice candor with our employees. Please note that Malaysia, where our HQ is based, practices an employee-friendly labor policy. No employee can be fired immmediately unless it's a matter of integrity. Firing on the basis of poor performance can take months as legal paperwork, suspension letters, review process are required by law. It’s important for us to keep an open communication with our team, especially where integrity issues (that can harm the dynamics of the team and ultimately, the company) are concerned. Mindvalley is very protective of its culture and people. With hundreds of candidates applying each year for our vacancies, there's bound to be a blind spot during recruitment. When this happens, the culture does not hesitate to take action. A cultural fit is important to ensure we are hiring the right person for the job, to avoid disengagement and loss of productivity.