Most entrepreneurs start a business for two reasons: they want to do something better, and they want freedom. We build, we push forward, and eventually, we fix the problem. But freedom? That’s harder to reach.
We get caught in the fixing, and we convince ourselves that only if we grow, freedom will come. It took me time, and a few detours, to figure out how to build a business that doesn’t just work, but that works without me in every detail.
Now I focus less on fixing everything and more on building teams that run without me. Because freedom doesn’t come from growth alone. Freedom comes from clarity, structure, and a team that can move the business forward without me.
If you’re stuck in the fixing, maybe it’s time to design a business that frees you, not just feeds you.
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EP. 05: Building High Performance Team in Federal Grant and Compliance
In this episode, Rosemary sits down with Carmen Melly to explore the leadership, resilience, and strategic thinking required to build and lead in complex, fast-moving environments.
Carmen shares her journey through the world of business and leadership, reflecting on the pivotal moments that shaped how she approaches decision-making, team building, and long-term growth. From navigating professional challenges to developing the confidence to lead with clarity, she offers a candid perspective on what it truly takes to evolve as a leader.
Throughout the conversation, Carmen discusses the importance of trust, ownership, and creating environments where people can perform at their highest level. She also reflects on how leaders can balance operational demands with strategic thinking while staying aligned with their core values.
This episode is a thoughtful conversation about leadership development, personal growth, and the mindset required to build organizations that thrive through change.
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Hiring Isn’t Tinder, It’s About Building Relationships
Have we turned hiring into Tinder?
Swipe. Match. Delete.
Hiring has started to look more and more like a high-churn dating game. Job platforms have made applying so easy that an employer can be swamped with hundreds of applications for a single role. A few get shortlisted, some get invited to interviews, and one gets chosen. The others—the ones who made it all the way to final rounds—receive a polite rejection. And that’s the end of the short romance. No follow-up. No “let’s stay in touch.”
A few months later, the new hire doesn’t work out—or another similar role needs to be filled. Suddenly the founder is scrambling: “Do you know anyone good? I need to rehire, fast.” And just like that, they’re back to hiring Tinder. Starting from scratch. Swipe. Match. Delete. Ignoring all the candidates from the last hiring round.
I believe most companies don’t have a hiring problem—they have a relationship problem. Hiring isn’t a one-off transaction. It’s a system of trust that grows over time, if it’s nurtured. It’s about keeping the door open, even when the role is already filled.
But if we treat candidates like one-time bets, it’s no wonder that hiring always feels like a cold start—with too many frogs to kiss before we get lucky (or not). The best founders I see have a relationship management system. Sometimes it’s as simple as adding every applicant on LinkedIn so that, when a new role opens up, previous candidates see it right away. That way, they keep their pipeline warm.
Great talent isn’t something we find at the push of a button. It’s something we build and foster long before we even know we need it.
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Episode 6 – Starting your own business
Listen to Rosemary talk about her experience starting her company Gorilla Stationers and what helped her to keep the track until where she is now.
