I still remember watching that 2009 Fiesta Conference Game 7 between San Miguel and Ginebra like it was yesterday. The tension was absolutely electric - two legendary teams facing off in a winner-take-all scenario, with San Miguel ultimately prevailing 90-79. What struck me then, and what I've carried throughout my career in HR and talent acquisition, is how much that game mirrored what happens in today's competitive job market, particularly when navigating the PBA hiring process. Both scenarios demand preparation, strategy, and the ability to perform under pressure when everything's on the line.
Having worked with numerous candidates and hiring managers over the years, I've noticed that the most successful job seekers approach their PBA applications much like championship teams approach Game 7. They understand that it's not just about showing up - it's about having a game plan that covers every possible scenario. When San Miguel prepared for that 2009 finals, they didn't just focus on their own strengths; they studied Ginebra's patterns, understood their opponents' weaknesses, and developed strategies to counter every possible move. Similarly, I always advise candidates to research not just the position they're applying for, but the organization's culture, recent projects, and even the backgrounds of the people who might be interviewing them.
The preparation phase is where most candidates either set themselves up for success or failure. I recall working with one candidate who spent three weeks preparing for his PBA panel interview. He didn't just rehearse answers to common questions - he reached out to current employees through LinkedIn, attended industry events where PBA representatives were speaking, and even analyzed the organization's last five annual reports. His dedication reminded me of how San Miguel must have prepared for that 2009 finals - leaving no stone unturned. When he walked into that interview room, he wasn't just another candidate; he was someone who understood the organization's challenges and opportunities better than some current employees. Unsurprisingly, he aced the process and received an offer that exceeded his initial expectations.
What many applicants underestimate is the importance of demonstrating not just what you know, but how you think. During panel interviews, I've seen technically brilliant candidates stumble when asked situational questions, while others with less impressive resumes excelled by showing critical thinking and problem-solving abilities. It's the difference between knowing the plays and being able to adapt when the game changes unexpectedly. In that 2009 Game 7, San Miguel didn't just execute their planned strategies - they adjusted in real-time to Ginebra's defensive schemes, ultimately outscoring them by 11 points in that decisive game.
The emotional aspect of interviewing is another area where candidates often struggle. Nerves can undermine even the most qualified applicants. I always share this piece of advice that's served me well: treat the interview like a conversation rather than an interrogation. When you're having a conversation, you're naturally more engaged, you listen better, and you respond more authentically. I've found that candidates who approach interviews this way not only perform better but often enjoy the experience more. They create genuine connections with interviewers, much like how championship teams develop chemistry that transcends individual talent.
Another critical element that's often overlooked is the follow-up. I can't tell you how many otherwise strong candidates have damaged their prospects with generic, templated thank-you emails. The best follow-ups I've seen reference specific moments from the interview, continue conversations that were cut short, or provide additional insights that demonstrate ongoing engagement with the role. It's that extra mile that separates good candidates from great ones - similar to how championship teams put in extra practice when others have gone home.
Throughout my career, I've noticed that the most successful candidates share certain qualities with championship teams like San Miguel. They're resilient - understanding that rejection isn't personal but part of the process. They're adaptable - willing to adjust their approach based on feedback. And they're continuous learners - always looking for ways to improve their skills and knowledge. These candidates understand that landing the right role isn't about winning a single battle but about building a career, much like how great teams focus on sustained excellence rather than individual games.
The digital aspect of modern hiring cannot be overstated either. Your online presence often speaks before you do. I've seen hiring managers eliminate candidates based on their social media profiles alone. Conversely, a strong professional digital footprint can significantly enhance your candidacy. One candidate I worked with actually created a portfolio website specifically tailored to the PBA role he was applying for, complete with case studies relevant to their current initiatives. This level of dedication made him stand out in a pool of over 200 applicants.
At the end of the day, what I've learned from both basketball and hiring is that success often comes down to mindset. The teams and candidates who perform best under pressure are those who view high-stakes situations as opportunities rather than threats. They've prepared thoroughly, they trust their abilities, and they focus on execution rather than outcomes. When San Miguel stepped onto that court in 2009, they weren't thinking about the championship trophy - they were focused on each possession, each play. Similarly, the most successful candidates I've seen focus on having great conversations rather than worrying about whether they'll get the offer.
Looking back at that 2009 Game 7, what made San Miguel's victory so memorable wasn't just the final score of 90-79, but how they achieved it - through preparation, adaptation, and execution under pressure. The same principles apply to acing your PBA hiring process. It's about understanding that every interaction matters, that preparation creates confidence, and that sometimes, the difference between getting the job and being another candidate comes down to those small, extra efforts that others might overlook. The beautiful thing about both basketball and career development is that with the right approach, you can create your own defining moments - your own Game 7 victories that launch you toward greater success.
People in Motion (PiM) is our employee advocacy and improvement program. These cross-functional groups are comprised of employees, with an executive sponsor, who contribute ideas and drive action towards focused areas of improvement across the employee experience. The groups include: Kyruus Kontext & Business Readiness; Community, Connectivity, & Engagement; System, Tools, & Productivity; IDEA [Inclusion, Diversity, Equity, Accessibility].
As a remote-first company, we are invested in employees creating a work setup that allows them to do their best work. In addition to a laptop, we also provide you with $750 to get the additional equipment you need and add an ongoing amount of $1,200 to your salary to cover remote work costs.
We value ownership at Kyruus Health, not only in the work you do but in the shared financial success from our growth. Employees will have the opportunity to grow their equity ownership throughout their tenure.
We care about creating the time you need to bond for any team members at Kyruus Health growing their families. We offer 8 weeks of fully paid leave to all parents. Birthing parents are also eligible for additional time and coverage through our Short-Term Disability plan.
We encourage all employees to save for retirement through our 401(K) plan. Employees have the option to begin contributing to their accounts on their first day of employment and we offer an employer match of up to $1,500 per calendar year for all employees who enroll.
We offer employees a lifestyle stipend of $2,000 per year to help them be well. This is designed for Kyruus Health to offset the cost for items, experiences, or home expenses that enhance team members’ well-being
We want to provide employees and families with health insurance offerings to support them getting the care they need. Our health, dental, and vision plans are desiged to allow employees the opportunity to choose options that work best for themselves and their families.
We are committed to flexibility and empowering employees to do work that matters in a way that works for them. Our unlimited PTO policy is anchored on that flexibility – encouraging employees to take time off for what’s important to them, in addition to the many company holidays we celebrate. To highlight our commitment to a healthy work-life balance, we provide a specific stipend each quarter for employees to use on a recharge day.
