⚙️ How Somewhere's COO is reshaping the future of work

Morning Operators ⚙️

Benjamin Surman's journey from Uber Eats to COO of Somewhere offers a masterclass in global talent acquisition and remote team management. In our conversation, Benjamin shares:

• How his Uber experience shaped his approach to scaling operations

• The evolution from Support Shepherd to Somewhere, including a $400K domain purchase

• Why global talent is the future of work, not just outsourcing

• How to build trust and cohesion in international teams

• The importance of legal compliance and SOPs in global hiring

Listen now on Apple Podcasts, Spotify, and YouTube.

Benjamin Surman's path to becoming COO of Somewhere (formerly Support Shepherd) is a testament to the evolving nature of global talent acquisition. Starting his career at Uber Eats, where he honed his skills in city launches and operations, Benjamin made the leap to Support Shepherd as a consultant. His journey from consultant to head of growth to COO offers unique insights into building and scaling international teams.

In this episode, Benjamin shares:

• Lessons from Uber Eats that apply to global talent acquisition

• The story behind Support Shepherd's rebrand to Somewhere

• How to overcome skepticism about hiring international talent

• Strategies for integrating global teams and avoiding cultural clashes

• The future of executive hiring in the international market

Key takeaways:

1. The "unknown" is your competitive advantage: Benjamin's Uber experience shows that embracing uncertainty isn't just a survival skill—it's a growth catalyst. In the global talent market, your ability to navigate ambiguity could be your biggest asset.

2. Your brand might be your biggest obstacle: Support Shepherd's transition to Somewhere reveals that your company's identity can limit your growth. Sometimes, a radical rebrand isn't just marketing—it's a strategic necessity for expansion.

3. "Global workforce" is more than a buzzword—it's a mindset shift: Moving beyond outsourcing means rethinking your entire organizational structure. Are you truly building a global team, or just offshoring tasks?

4. Skepticism is an opportunity, not a roadblock: Instead of trying to convince skeptics, give them firsthand experience. Your best sales pitch is letting potential clients interact directly with your global talent pool.

5. Cultural integration is a two-way street: Successful global teams don't just adapt to your culture—they reshape it. Are you ready for your company culture to be influenced by international perspectives?

6. The future C-suite may not have a zip code: As companies become more comfortable with remote work, even executive roles are going global. Are you limiting your leadership talent pool by geography?

7. Legal compliance is your competitive moat: In the rush to hire globally, companies that prioritize legal and tax compliance aren't just avoiding risk—they're building a sustainable advantage in the international talent market.

8. The real cost of global hiring isn't financial—it's cognitive: The biggest investment in building a global workforce is the mental shift required from leadership. Are you prepared to fundamentally rethink how your company operates?

9. Global hiring is a strategic function, not just an HR one: Companies succeeding in the global talent market view international hiring as core to their business strategy, not just a way to cut costs.

10. The future of work is "glocal": The most successful companies will blend global talent with local expertise, creating dynamic teams that can operate effectively across cultures and time zones while maintaining deep local knowledge.