I just recorded a podcast with Elizabeth Garvish, founder of Garvish Immigration Law Group, LLC.
Her story reminded me how much leadership is about trusting people we can’t always see and choosing what Elizabeth calls “love.” In practice, that means leading with empathy, trust, and courage, even when leading from afar.
Elizabeth runs a fully distributed team with lawyers and staff across the United States, Spain, Argentina, Colombia, and Honduras.
Her goal is simple yet powerful: to build the happiest law firm in America.
My top three takeaways:
1️⃣ Love as a leadership system
Elizabeth doesn’t lead with rules; she leads with trust. Her team works globally, across time zones and cultures, connected not by oversight but by shared values.
2️⃣ Flexibility as a gift, especially for working mothers
Her firm is built around women, many of them mothers, who can choose how and where they work. She proved that flexibility doesn’t have to reduce performance.
3️⃣ Structure makes freedom possible
Behind the idea of “love” is solid structure: EOS meetings, SOPs in Trainual, and remote systems that make clarity the default. It’s a vivid reminder that this is how culture scales beyond the office.
For me, this conversation reinforced that remote leadership requires a different set of skills, approaches, and practices—and that it absolutely works. When trust, support, and clarity are part of the system, teams don’t just function remotely; they thrive.
Grateful to Elizabeth for sharing her vision of what leading with love looks like in the real world.
Full episode coming soon. 💫
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High performers don’t look for to-do lists. They look for territory.
High performers don’t look for to-do lists. They look for territory.
We reviewed the job description.
Two full pages.
Tasks everywhere.
Update the CRM.
Coordinate meetings.
Manage the inbox.
Prepare reports.
Everything the person would do.
Nothing they would own.
Not a single defined outcome.
No decision authority.
No metric that was fully theirs.
This is where most hiring breaks down.
High performers don’t look for to-do lists.
They look for territory.
They want to know:
What result is mine?
What decisions can I make?
What metric am I accountable for?
When a role is written as activity, it signals support.
When a role is written as ownership, it signals leadership.
If your job description reads like tasks, you’ll attract executors.
If it defines outcomes, authority, and metrics, you’ll attract operators.
Clarity is a filter.
It doesn’t just define the role.
It defines who applies.
Quick founder question:
What are your job descriptions signaling right now?
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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.
