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Interview with Paula Orrego, Talent Executive at WebCreek

11 minuteminutos readde lectura
Rafael Ríos
ByPor Rafael Ríos

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When I suggested doing an interview with a recently-arrived coworker, Paula Orrego, I was given the following advice: 

“Have Paula explain the applicant’s side of things, how she sees the tech business world,  and her overall perspective on WebCreek versus other companies. Surprise her with something that I think she doesn’t know– that, in some circles, she’s known as the cheerleader of the Medellín office, haha. She always encourages people, and she’s behind many improvements in the workplace, organizing events, etc.” 

With these words, my imagination jumped to flight. And trying to follow this line of thought, I dove into her resume and came up with the following questions for Organizational and Sports Psychologist, now serving as WebCreek’s Talent Executive, Paula Orrego. Take a look and see all that I learned. 

Rafa: What does the organizational well-being of a business like WebCreek entail?

Paula Orrego: Really, WebCreek’s organizational well-being is based on gathering, or being very aware of, the different parts that make up an appropriate employment climate. It’s also fundamental to very clearly identify the status of the work climate and to have an adequate infrastructure.

The subject of team relations is very important– here referring to teamwork– considering different methodologies and even styles. Meetings should be constant, as should interaction on all parts. I mean, we have offices in different countries, which pushes us to make additional efforts to communicate.  

On the other hand, the topic of leaders (satisfied smile) is another fundamental issue. A company should care about its employees’ growth; the employees should feel that the company takes an interest in developing their talents. And not just in professional formation, but also in the innate talents of each individual.  More, employees should feel the benefits of being at WebCreek, considering that this relates to the feeling of belonging. Employees should want to work for a company because they feel part of a family, and that’s just what we’re developing and hope to see better structured in the near future. 

Rafa: What would be your diagnosis of a software company programmer’s psychohealth? 

Paula Orrego:  (laughs) Ouch, what a question. My diagnosis? Mmm (breathes), I believe that it would be– regarding bad habits– about eating patterns. Also, about a certain lack of knowledge of the relationship between food and emotional intelligence. That’s where psycho-nutrition comes into play, with the way you feed yourself. I’ve identified that developers are people who focus on the task they’re doing, and can disconnect from the rest of the world and even personal aspects, in order to complete the project in progress. Then, they obviously forget about the topic of food. So, they are people that have a ton of easy snacks on their desks (laughs), on hand (giggles), in order to remain focused on the job and develop programs.  That’s why my diagnosis would be: there are bad eating habits, and a lack of knowledge about emotional intelligence and how it relates. 

Rafa: And more, on a parenthetical note, this links to the nutrition talk that you organized a while back. A number of us from WebCreek were there vía Google Meeting, and we touched on this exact theme: the “alimental code,” which is even an article that we’ve already published. Thanks so much for this initiative.

Paula Orrego:  Ah, it’s a pleasure! I’m so glad.

Rafa: How has your experience been as a businesswoman? What lessons have you applied in your current position at WebCreek?

Paula Orrego: Let’s say that the biggest lesson I gained when I started my independent phase, leaving a formal structure and without a specific contract, is that you have to know a little bit about everything. You should be specialized and focused, but you should never neglect other factors that influence an area. If there are many fields in psychology, and you specialize in some; then within this field, there are other things that you never expect. I encountered a completely different world when I went to structure a business: the accounting aspects, legal aspects, etc. At one point, I even said, “Ah, they didn’t teach me this at university, haha. I didn’t learn this.”  

Among others, this was my main experience. And when I then started to work at WebCreek, it was really interesting, because I had long-time experience in the organizational aspect, in a big and very organized company. When I started with my business– a personal one that isn’t very big but for which I’m responsible– I became conscious of the goal to maintain a structure of benefits, to think about the employee before having a business, money-focused mentality. I know that the economic aspect is very important, but it’s also vital to think about my human talent so that the service really succeeds. 

And just like that, when I started at WebCreek, I already knew more about what it means to structure a business. I had already worked to form one, and I could understand all the parts from my major–understanding the person, the contributor. I could be empathic with them, but also from the point of view of the employer. So I feel that it allowed me to be in those two perspectives, and maybe allowed me to unite them and have a more objective viewpoint. Because I could work being driven by the wellbeing of both the person and the institution.  

Rafa: Very good. As you know if you’ve been following our interviews, we have a fun and random question, chosen especially for you: 

Paula Orrego:  Hahaha, aahh!

Rafa: If WebCreek were a sport, which would it be and why? 

Paula: Ah, hahaha, if WebCreek were a sport, ah, I think that it would be soccer. 

Rafa: Haha, why do you think soccer, especially? 

Paula: (muffled laughs) Because it offers various roles, various positions, with very specific tasks… 

On a parenthetical note: something that I really like about WebCreek is that they have Front End Stylists, and they also have Front End Developers. These are each very defined positions, eh, but that need to be very engaged. They need to invest a lot of teamwork so that a result can be achieved… 

Because there is a “sore”, hahaha, or some clientes that are… let’s say… more demanding. And teams have to manage a more tense climate, a climate that is sometimes unpredictable. This is the game of soccer, and WebCreek is like a team. More than anything, we have to work very cohesively, and on all the variables that are there implicit. 

Yes, I think that it would be soccer– because of the technical complexity, but also the level of teamwork and cooperation. So, I think that would be a good analogy (laughs). 

Rafa: Thanks so much. That’s a very precise answer. Any final phrase that you’d like to add? 

Paula: Mmm, no, just thanks for listening to us, and for giving a voice to the different roles without the company. That is really important; it connects us more. 

Rafa: Exactly, connecting the dots. Okay, thanks very much, Paula, for giving me this interview. 

Paula: Thank you, and sorry about the delay. 

Rafa: Talk to you later, no worries. 

Yes, our interview planned for 2pm did start nearly half an hour late, because Paula was taking care of an issue at the office. So, I thought: this is the key, to make communication effective with our current work partners. So, before we go into overtime, as if in a soccer game, this interview wraps up my goal for today. And it serves the team to which I proudly belong, “WebCreek” .