Hello Raphaël, could you introduce yourself and Lokki for our readers?
Hello Skeelz, I am Raphaël MasbouCEO and co-founder of Lokki. Our startup facilitates the rental of sports equipment to democratize sustainable experiences. Lokki is the SaaS solution dedicated to professional sports equipment renters (bike, ski, water sports renters) who want to create and develop their rental business.
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What is Lokki's mission?
Enabling everyone to enjoy their favorite leisure activities (bikes, paddle, ski) while reducing their ecological footprint! We believe it's possible to have fun in a responsible way, and we want to help people do just that.
Lokki contributes to the sustainability and development of local, accessible, low-carbon leisure by offering a no-compromise online experience for consumers and renters (reservation, inventory management, payment, deposit, contract, etc.). Lokki reduces the need to buy new products and creates consumption habits that are more respectful of planetary limits.
What are the main challenges you face?
Like any startup, we have our share of challenges. One of the biggest is educating people about the importance of sustainability in leisure. It's also about building a strong community that believes in our mission and wants to contribute to its realization.
How do you attract talent?
That's an interesting question. When it comes to recruitment, I'd say there are three main approaches: unsolicited applications, networking and talent hunting. At Lokki, we prefer the latter. I'm convinced that some of the best talent can be recommended through the network, that's for sure.
However, the ones we will hunt down are those we have carefully selected, those whose skills we know perfectly well and who we know are the best profiles, even if they are already in post. That's what we do. In my opinion, too few companies use this method, but it has proved effective for us. We recruited 20 people (80% of our workforce) this way, by hunting them down on LinkedIn.
Once you've succeeded in attracting these talents, what's the process for integrating them into Lokki?
The interview process is fairly straightforward. It starts with a short pre-selection interview, where we check that the candidate meets the criteria of our scorecard. This is followed by a "Who Interview ", where we examine in detail all the candidate's experience. Then, the candidate prepares a "use case" at home and presents it to us. Finally, we organize a culture fit meeting with the founders and team members, and of course, we check references. This can take between 2 and 3 months from start to finish, but once we've identified a candidate, we try to complete the process in less than a month.
Are there any rituals or specific actions that encourage employee commitment?
Indeed, retaining talent is a crucial stage in the life of our company. For us, several factors contribute to our attractiveness. On the one hand, our commitment to the circular economy, our CSR challenges and our social mission make us rather attractive. What's more, our business sector - sports equipment rental - is quite attractive, which helps to attract and retain our employees.
In addition, the aim is to create a company where the best conditions are offered to employees. I like to say that I want to create a company in which I would have liked to work as an employee. We organize several seminars every year, as well as numerous team activities. Each employee has BSPCEs to build loyalty over time. Employees also have the flexibility to take days off whenever they want.
Where do you work? Do you have an office or are you fully remote?
We do have offices, but we leave everyone free to choose how and where they work. There's no obligation to come into the office a certain number of days a week. It's important for us to give all our employees autonomy and flexibility.
Are there any jobs in particular demand?
Yes, absolutely! We're currently recruiting in tech, especially full stack and product developers. And for those who are wondering, yes, we do accept remote work, so localization is not a problem !
👉 To apply for a job at Lokki, click here.
Last question: why should we NOT join you?
Ah, good question! I'd say that if someone doesn't have an entrepreneurial spirit, it could be complicated. We like to undertake new things, launch lots of projects, so we're looking for dynamic profiles. If someone is more political, more career-oriented than collective, it probably won't work. We're looking for profiles that are curious, transparent in their way of being and in their work, but with a touch of madness.
A final word?
I'd like to add that corporate culture and values are often neglected in start-ups, until they run into difficulties. For me, these aspects are crucial and guide the company in its vision. They're what people hang on to when things go wrong. For example, simply giving out a Swile card isn't corporate culture, it's a plus. Employees won't stay just because they can go to the gym for free. In the end, it's also a question of people. If they feel involved and valued, then a strong bond is created and employees will stay for the company even in the most difficult of times.
That's a nice conclusion. Thanks for sharing, Raphaël!
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