Listen to Rosemary and Melissa discuss about the challenges women face when they decide to be entrepreneurs. Also, about how are women in terms of equality in entrepreneurship and labor force.
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Episode 2: From Traditional Law Firm to Global Remote Business
In this episode, Rosemary sits down with Elizabeth Garvish, founder of Garvish Immigration Law Group, to explore how listening to her inner voice led her to build a global immigration law firm rooted in purpose, flexibility, and love.
Elizabeth shares her journey from big law to creating what she calls the happiest law firm in America, navigating professional setbacks, choosing courage over fear, and redefining success on her own terms.
Now based in Madrid while running a fully remote team across the United States and Latin America, Elizabeth discusses how she builds high trust teams, leads with strong values, and creates a people first culture that supports working parents, immigrants, and global talent.
This conversation is a powerful reflection on leadership, remote work, resilience, and what becomes possible when you choose alignment over conformity.
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The Art (and Science) of Hiring in 2025
Over the past 24 years, I’ve read thousands of resumes, interviewed hundreds of people, and hired across multiple companies. I thought I had a ton of experience — until I met Cecilia and Victoria. I’m in awe.
Why? Because Cecilia and Victoria are true experts at sourcing new team members. The other day, I did a quick calculation: between them, it’s easily over 40,000 interviews throughout their careers. That’s an incredible amount of experience.
And I’m not saying this because they are part of my team, but because I’ve seen firsthand how much hiring has changed over the past 24 months — more than it did in the previous 24 years. Hiring hasn’t gotten easier. Quite the opposite.
I think this is one of the biggest challenges small companies face today: finding the right people in a sea of opportunities. Getting hiring right determines the success of any business. Get it right, and the business grows. Get it wrong, and it stagnates.
Here are three timeless techniques Cecilia and Victoria use when interviewing candidates after scanning thousands of applications:
1. Details that hurt
Anyone can talk about wins. The real test is whether they can tell the story behind them in vivid detail — what really happened, who was involved, and what the friction was. They even ask small things like what the weather was like during a specific event to test authenticity.2. Process over polish
They ask candidates to walk through how they did something, step by step. Real experience is a little messy. Made-up experience sounds like bullet points. They look for the small missteps and corrections that prove genuine experience.3. The pause
Real memory makes people stop and think. Over-rehearsed answers don’t. When on a video interview, do the eyes move slightly as they recall, or do they stay fixed? That’s a subtle but powerful signal.These are fundamentals in a hiring process that has only gotten more complex in recent months. But they remain the foundation — even in a world of a thousand resumes and AI-polished applications.
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More People Don’t Mean Less Burnout
More People Don’t Mean Less Burnout
Hiring won’t fix burnout.
I know that’s not what most founders want to hear.When you’re exhausted, overwhelmed, and carrying too much, hiring feels like the solution.
More hands. Less pressure. Finally some relief.But here’s what I see over and over again
Burnout usually isn’t a people problem.
It’s a design problem.If a hire adds more decisions, more explaining, or more mental load, the burnout doesn’t go away. It just gets louder.
That’s why these three things matter before you hire:
Hire for relief
A good hire should give you back time, focus, and mental space. If you don’t feel relief after onboarding, something is off.
Avoid unicorn roles
Clarity beats talent every time. When roles are vague, even great people struggle. Clear roles create ownership and confidence on both sides.
Scale from enough
Stability comes first. Growth should build on what already works, not try to rescue what’s broken.At Staff4Half, we help founders build reliable remote teams in LATAM that actually reduce pressure instead of adding chaos.
Because hiring should support your life, not drain your energy.If this resonates, you’re not behind.
You’re just ready to hire differently.https://www.linkedin.com/posts/rosemary-czopek_3-tips-before-you-hire-activity-7423008373664739328-l0Ee?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAFbvTABkvCLRpsoUttdPJ7c7BEJNAJNW04
