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#98 - Robin Miguel Betz | Co-Founder at midlane.com, Shaping the future of frontline HR
93 Plays1 month ago
Robin Betz ist begeisterter „People Tech“ Leader und Mitgründer von midlane.com. Er hat das Unternehmen gemeinsam mit seinem Studienfreund Mathias Klenk gegründet, mit dem er an der TUM und in den USA studiert hat.
Die Idee hinter der Gründung basiert auf zwei Grundüberzeugungen: Erstens, dass gewerbliches Personal das Herzstück des Mittelstands ist, und zweitens, dass Technologie Verwaltungsaufgaben übernehmen sollte, damit mehr Zeit für Menschen bleibt.
Die Vision von midlane.com ist es, eine ganzheitliche Personalverwaltung für den operativen Mittelstand in Europa zu erschaffen. Die Gründer wollen mithilfe moderner Technologie die Personalverwaltung neu gestalten und so operative Firmen zukunftssicher aufstellen.
Schon heute hilft das Unternehmen Personalabteilungen dabei, Verwaltungsaufgaben zu automatisieren, sodass sich Mitarbeitende auf ihre eigentliche Arbeit konzentrieren können.
Shownotes
00:00 - Intro & Context
05:30 - Midlane’s Weg: Vom Headcount Planning zum Blue Collar Payroll Space
18:45 - Herausforderungen in der Lohnbuchhaltung für operative Mitarbeiter
32:10 - Die Vision für die Zukunft der operativen Personalverwaltung
Links
Guest Linkedin: https://www.linkedin.com/in/robinmiguelbetz/
Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/
Thomas e-mail: [email protected]
pplwise: https://pplwise.com/
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Transcript
Introduction and Company Background
00:00:00
Speaker
Hi everyone, I'm Robin Betts, CEO and co-founder of Midland. Robin, I'm very happy to be part of this discovery. I'm very happy to be part of this project and I'm very happy to be part of There's a problem with this this project. problem, and then there's a lot of problems, and I don't know if it's true or not, and I don't know if it's true or not, but
Investment Decisions and Pivots
00:00:30
Speaker
I think it's true. I don't know if it's true.
00:00:32
Speaker
um The first one was the investment, which I didn't know about. And I think it's a good idea to look at it. I think it's a good idea to look at the pivot, but I think it's a good idea to look at it. And that was the blue-collar payroll um space in Israel. And I think it's a good idea to look at it. So I think it's a good idea to look at it. And a And And
00:01:09
Speaker
soshand antoman andala auch um kants niche to map the to al super heavy of the kisuangga she the you inamha interests to havemi And know midlanne they pivot um this I why
00:01:38
Speaker
If you are familiar with it, you will be able to get a lot of information about it.
Team Projects in Film and Gaming
00:01:46
Speaker
So this is the first team. And this is another team that is going to be involved in the context of Ima and Manchin, which is in the film construction. We are going to be talking about film and game, operative film.
00:02:02
Speaker
The personal experience is And Can. We have a lot of students here in in in logistics, and and And so in a sense. And I think it's a good opportunity for us to have the
00:02:47
Speaker
So, on um on su sa and anvadash dashtep andaggna roomfu tene so since finsh mi ra la anyi ten kilomet and a very shi ru mu fan um unsova and fuun near the to
00:03:04
Speaker
And, you know, as card by operati and f is like its personalist out under heed out back to and depater to one clabques to amet a in the that's
00:03:23
Speaker
Tesla, for instance, here, this Humano Eden, um ah published our super-interest on the team. I think it will be interesting to see how Tesla will be able to deal with this issue, even if it is it will be a good contact.
00:03:44
Speaker
Also, I in
00:04:05
Speaker
In the middle of the year, I worked for planning and work for S.U.U.D. in the And and have This is the and we don't have a lot of complaining space here, and we are really excited about it.
Hiring Challenges and Objectivity
00:04:51
Speaker
good episode episode.
00:04:53
Speaker
Then you can build trust and then you can spend less time communicating and more time just getting shit done. Then I went home and and thought about this sentence. We basically put it on the table. Hiring takes time. People are trained. How to objectively judge certain situations. It's very, very, very, very hard to change things. That was the learning. Entrepreneurs with empathy. To the people's
Learning Journey and Midland Updates
00:05:10
Speaker
side. Hi, Robin. Freud, which is my podcast. I've been, um... I'm very sorry, Freud, because I've been learning so much. I've been learning so much.
00:05:23
Speaker
finlet journey rityanant but see about updates mid midlan um philsh camembia message dad this to anverchal phone codes at sea list and does we had done ml indi geishster ranged out and vien scannega learned harm and va in theition to plus series very The It
00:05:47
Speaker
I'm Robin, CEO and mid-corner from mid-lane. Have mid-lane for 2 years with Matthias. Matthias is a student for me. I'm very excited about how those are. I'm very happy to be here.
00:06:01
Speaker
you know We had four ventures that were in the start-up. We had a direct contact with the next team, a performer like Lo Streiten. So a few ventures him to come back to me. I'm very happy to be here. And very happy to be here. And
00:06:32
Speaker
I can't wait to see if we can find out here You know, star ah whichja anfach amdi y muein yuma naishha and agiduha um katribna underima owned thehammain contact institute at on I that's planning. for
00:08:07
Speaker
And I can't say that headcount planning, it's Yeah, planning,
00:08:53
Speaker
ye ya noise teamor um <unk> also the ironon perspective umla mathhi and venture bar but for aha so how to feel person looked at t sungaha as well few personal alquebat akaba thatman is anoa I for people, in the summer, it's been a long time since we've been here in
00:09:42
Speaker
um wound targets had interbreakingut room fahiina stakeholder ein suang And yeah in and plan the other non stops and the vegan is so fat clouds leon.
Excitement for Big Projects
00:09:56
Speaker
um I'm very happy, and I can't wait to see the actual headcount for Amy and Tima, because Tima is one of the most significant people in the world. I'm very happy that this is the third day of the contest, so I'm very happy to be involved with it. My name is Silz, and I'm from Deke Schäffz, and I'm the CEO of this company, which is coming to me from their finance app, from CFO, and the FP&A manager, who is not a great scientist.
00:10:25
Speaker
What are the personal options for the next few years? Plus, there are some options for the bottom-up group, for the units, units, teams or teams. And what do you think about that? site I think it's also a plan to achieve the goals of the year.
00:10:47
Speaker
house for the ss vi card Plus, and that's why I think it's important that we don't have to worry about it. This is how we're going to get to the end of the year. And Yeah, do. Yeah, and this is We're going to try to get to the end of the year. We're going to do a plan. harb ah we had in anish on eleven is yeah of aki to But to resources to do it. And that's why we have to work on social planning, or does this this framework we have planned with not good enough? This is definitely what I think is going on in Germany. We don't have any good industry standard.
00:11:33
Speaker
If you like my show,
00:11:53
Speaker
please subscribe, I would really appreciate it. And Robin, you can find me on my headcount space, headcount planning space. was kionut soan yaineim anan berai Um, I thought, I mean, it was targets on the target. Couldn't support them too much. Let me stop as couldn't, uh, power store. I mean, can't do that. So I go on and he can be, uh, yeah, in the vision, we're on the globe. So I'm in the style of couldn't miss kind of like to discipline. Couldn't miss form. Oh, uh, see a longer title. It's and feel like lines in my medium cliche have marathon marathon, not a sprint. I think, um, and.
00:12:32
Speaker
In the end, we headcount planning process will proceed.
00:12:55
Speaker
One of the most important things in the organization is and an additional reason to have a house for the room. Because that's a whole implant on sports as a stakeholder. I'm so, uh, someone also in the room set soon. Well, that's done or, uh, the Biden
00:13:33
Speaker
or a product a people planning team. It's an FPNA product,
00:13:59
Speaker
common via in this team of finance. This is how some analyst targets is in his own financial planning and analysis team. And that's, that's where often when you say it's more, that's where it gets us. I'll start team are seen the scans of vital type. Is this how we do in headcount learning tools on an FBA tool and that is the mark as a graduate is also a finance pilot, but are they is shown to be at really saying that you see a stronger player. We hit so much group.
00:14:27
Speaker
ah sponntan um Spontane with my own phone. I have to guess. I have rippling as in with us in Superstar. Could it be launched in a bit? Yeah, rippling is ah guaranteed. I have not yet had any head complaining tool. launchka pezunu baiwiz sp de Do you have a plan for a headcount? I don't know. I don't know. I think that in an application tracking system, there is a lot of work to The hiring tool has shown a plan, as a planned headcount, a run game, huston and then with Automattage King Uber in highest, they had in tracking a mission, a plan against Actua.
00:15:14
Speaker
And the plan can be used as a tool, You know, and I thought this is out as was but as isha wta ah shp into re sh cells two da collect to alllo and tacican now does when, obviously, if Yeah. I mean, CFO, CEO comes to some people leader in, um, is that by, um, all, and for long it's also work, the house gets open, the habits imperfect and plan and keep get this cancer and the weld even this high rings, the recruiter, this TA teams.
00:15:52
Speaker
and and dan gets lost then gets wont done that decide I would like to thank you very much for your time today. It's been a pleasure to have you here. In the last few years, we've had six interviews with Kommen. We've had a lot of use cases. Here, we've had a lot of business with Kommen. We've had a lot of interviews with Kommen. We've had a lot of interviews with Kommen. We've had a lot of interviews And with then it's Kommen. We've had a lot of interviews with Kommen. We've had a lot of interviews with Kommen. We've had a lot of interviews with Kommen. We've had a lot of interviews with Kommen. We've lost and had then it's good. a lot of interviews with Kommen. We've had a lot of interviews with Kommen. We've I had a lot of can see the most scientific recruiting as a service interviews with Kommen. provider, but we are offering a new offering when we are running. I would like to make a mini head-con plan when I'm running, then I would like to make an industry standard, and then I would like to make a recruiting capacity for it, and then I would like to make a benchmarking for it, which becomes the TA angle, and I would like to make a reality check.
00:16:45
Speaker
What do you think about the expectations?
Differentiating Software vs. Non-software Issues
00:16:48
Speaker
And do you think that Gaptein is going to be a good plan for the future? And I think that this is a concrete problem. But the problem that Gaptein is going to be resulting in is that it is not going to be a software problem. But it is a software problem.
00:17:04
Speaker
kind of um Yeah, I can't remember what I mentioned, international but it's not in in in dam's hindi yeah um robin ishfat does listish kail we edit this cover gaach tapta soda haish but seriton but ah nohni klavi so good taundra gee the But
00:17:35
Speaker
um I think it's a a ah we yes with with uber go ne i maldes I would like to thank you so much for joining us today. It's been a pleasure to be here.
00:18:10
Speaker
absolute absolute so bashand andtuma andala auch um kants niche to map the to al is super heavy of the kisuanggahi you inamia interest to havemidi and you know midlanne that pivot um this i why can but sorhu intan this island is how funngunng guns could serve end Absolutely, absolutely.
00:18:38
Speaker
um yeah If you are familiar with it, a So this is a team, this is another team that is going to be involved in
00:19:05
Speaker
The personal experience is absolutely heart-stuck. And that's why I'm here today. I think it's a great experience. I think it's a great experience. I think it's a great experience. I think it's a great experience. I think it's a great experience. I think it's a great experience. And i need to add something inside the gaps and i don't know if you're going to be able to do that but i don't know if you're going to be able to do that but i don't know if you're going to be able to do that but i don't know if you're going to be able to do that but i don't know.
00:19:40
Speaker
the the ichness andfomot and i amreakch morgan So, now we see how it works, and then what is the thing too. So, on the other hand, this is something that us to understand. So, it's really important to know that in a 10-kilometre and a Velcro system, and so And, you know, as a by
00:20:25
Speaker
Tesla, for instance, here, this Humano Eden, um ah published a super is good contact.
00:20:46
Speaker
Also, I is
00:21:04
Speaker
and stop this is hekato that yng miu ah um Yes, we have a
00:21:22
Speaker
tim but coinch there a words sad' st and barconan and gall notice so um order ah him I know. i so much but um me me i of What is the introduction of to
00:22:03
Speaker
I would like to
00:22:27
Speaker
and um What's the problem with the problem? I don't know what the problem is. The most important thing is that you have to be aware of what is going on in the world. You have to be aware of what is going on in the world. You have to be aware of what is going on This is the digital transformation of time. We will end this talk with personal, in people, the world. teams, people, teams. This is a very important part of the focus. We are focused on the size of the world. We have a lot of people, and we have a lot of people, and we have a lot of people, and we have a lot of people.
00:23:25
Speaker
ah butrati and bachef yeah besides ma say du nama and aba's altagfa ain fachn andasti alwida si ah in schand of ira egne can aide fuusenkcon So, does this
00:23:43
Speaker
You have to spread off a damn field product. This is how you can scan longer week after him as a thesis. He's a product. He's a workforce management, sweet, grudge pizza, even for operative and specific, even to the style. As we're hoity. I'm fat. I'm good. k This is some just has outla steamma payroll for and mefa angushportn is aa k suah and just in studa some dar from operaharati boheftick and einusaman is of my ymuniggans under the ah haral for long alus it's iy from an amu abatan and bake now is andma but as so you can see an item by spielrat fromna <unk>go afterf that big hebsov so a to the and this is as a colleague of mine, will lead the and set up a house for the room. By operating in a way that gives the room constant, d personal action,
00:25:12
Speaker
Up to date, to help. you know dartan pun to undomenter falsend addict to harm this is oralally sv house for their own these are done but like to elwaha muda this also was as virena tus on this umbiian unsla si theinga the st muoda startup piecelang <unk> nema funu self service h r i s Thus, I would like to thank the to best people, leader people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people, people.
00:25:54
Speaker
daian losings answersets about um yeah yet from insides my say sunni butoid did their shafts keep them effective Frontline with our Biden as operaive bushchefticter legalga cle ah <unk> ah um laga arbaidda pukuns abaidda even so aration ofva andkare aba innasisian no gibu puntar comunitiewia and vakulda fahinu kuunit so manykaoons cane ah and and some s ah whatsapp may alice was i pra um in e like meabiteter to a
00:26:33
Speaker
Is that one of their conversion side of the Reichbach height side, even for an operative in particular? In case you have any feedback or anything you want to share with me, please send me an email on thomas at peoplewise.com or hit me up on LinkedIn.
Audience Engagement and Subscription
00:26:51
Speaker
And in case you really enjoyed the show, please subscribe. I would really appreciate it. Okay. and danha ma hattman ma i a gun la a womansi oftidatan forasinghan there manishta um <unk> that shit didn't shit out problem
00:27:06
Speaker
ah absolutely And that's it for today's Workforce Planning Suite. does it's nine entire some payroll stump that ah heardtaish that notau knowimd tahammain as like numians ferishmatuma um sham garness is who this this design ithima andslabta is out um This is nehraus forunka i operaative braiish andfada and the
00:27:36
Speaker
but they house for um thelopa tyvis of candoit um I'm not sure if it's to
00:28:33
Speaker
ah faster ah by its side I think there's a lot to it's that. and the work of and a and
00:29:29
Speaker
This is the only way to deal with this political shit-in-shit-out problem. This is one way to deal with payroll, which is a way to operate in the right place, in the right house for the wrong reason. You can't sell non-stop home or anything like that. And that's one way to deal with it.
00:29:46
Speaker
I would like to you
00:30:08
Speaker
ahba outlis i offboarding augustianus gna destin sod deep details my team What do you think about the weekend start and how do you feel about the season? I don't know, I don't know, but it's really sweet. And what's best for you guys? Do you have a film about the upcoming season or do you want to focus on the next season?
00:30:33
Speaker
That's the reason why this is
00:30:54
Speaker
For us, it's not only personal, but also personal. We have to be able to be able to be able to be able to be able to be able to be able to be able to be positive and to be able to be able to be positive and to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able This is just to be able our own goal. to be able to be able to be able And as to be we hear from able to be able to be Michael Merck, we have a process able to that be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able to be able is cumbersome, that doesn't feel like tools involved in the middle standard, like it's merely the tools that we need to use. I think that this is the platform where we will be able to see ourselves as a field, as a flag, as a field, as a country.
00:31:44
Speaker
and We think must be able to
00:32:19
Speaker
We I'm must be very excited to be able to be able to be able to be able to be able to do it. able to be able to be able to be able to be able to be able Jobs in me replaced. I don't know what to expect in the next couple of years. I don't know what to expect in the next couple of months, but I think it's going to be a great opportunity for me to do that. Cool, Robin. Thank you. Thank you very much for your support. I support you again. And thank you for the insights and TV scenarios.
00:33:12
Speaker
qui much admospheres before it andja microsoftchaft does his p podcast been won um for me or well' took tickets to somea buy india owned done biscon sp