In market research, tools evolve. Budgets shift. Clients change. But what truly sustains a research company over time is the team behind it.
At RubikTop, we’ve learned that building a high-performing, reliable, and resilient team is not about filling positions. It’s about shaping people. That means hiring for mindset as much as for skill. It means investing in those who might not have the perfect CV, but who are curious, adaptable, and care about the quality of their work.
When someone joins our team, they don’t just get a job—they get clarity. Clarity on what we stand for, what we won’t compromise, and what growth can look like for them here. We define the expectations from day one: professionalism, ownership, speed, and the humility to always improve. We talk about feedback culture and make it a daily habit. Whether it’s a debrief after fieldwork, a transcript check, or a misstep in coordination—we talk, we fix, we grow.
But creating a team that lasts isn’t just about hiring and training. It’s about building systems that support the people inside them. We don't wait for chaos to fix things. We build operational checklists, we have fallback plans, and we train backups for every key task. We give space for managers to actually manage, not firefight. Our Ops Director leads not just with instructions—but by coaching team leads to think independently, ask the right questions, and flag risks early.
Another key? Respect. Not the surface-level kind, but real, practiced, daily respect. Interviewers are not “just” freelancers—they’re the face of our brand. A project assistant who joined last year might lead a study this year. People rise fast when you trust them and give them structure.
That trust is why, even under pressure, we don’t micromanage. When fieldwork teams are deployed to 10 provinces in 5 days, or when we're juggling multiple qualitative studies in parallel, the only way it works is if the team owns the work like it’s their own. And they do—because they’re treated as owners, not task-runners.
Retention isn’t about salary alone. It’s about building a place where people feel they matter. Where work is hard, yes, but also meaningful. Where mistakes are addressed directly—but not punitively. Where learning is constant—through briefings, pilots, feedback, and real on-ground experience, not just documents.
And let’s be honest: research can be messy. Interviews fall through. Transcripts are late. Clients change the target midway. You can’t avoid chaos. But you can choose who’s in the room with you when it happens.
That’s why we value people who don’t just “get the job done” but who think, speak up, and propose solutions. When one of our team leaders caught a respondent who wasn’t genuinely qualified, or when a translator stayed up till 2 AM to make sure the final delivery didn’t miss a nuance—we remember that. Because those moments are what define a team.
There’s no perfect hiring formula. We’ve made mistakes. We've had to let people go. But each time, we came out clearer on what does work: people who communicate proactively, who care about details, who aren’t afraid to raise a red flag when something feels off.
In a business like ours, built on trust, timelines, and truth, your team is your biggest asset—or your biggest risk. That’s why we keep refining, supporting, and celebrating the people who keep RubikTop running strong.
