enroute

27/05/2026

ত্যাগের পবিত্রতা ও ঈদের খুশি
আলোকিত করুক সবার ঘর

এনরুট পরিবার থেকে জানাই
ঈদ মোবারক !

21/05/2026

Your values are not your culture.
They are only your intentions.

Culture is what actually happens when pressure shows up.

When a deadline slips.
When a mistake is made.
When a high performer behaves badly.
When someone speaks up with a difficult truth.
When no senior leader is in the room.

That is where culture becomes visible.

A company can say it values accountability.
But if missed commitments are ignored, the culture says something else.

A company can say it values integrity.
But if shortcuts are rewarded, the culture says something else.

A company can say it values respect.
But if poor behavior is tolerated because someone delivers numbers, the culture says something else.

Values live in documents.
Culture lives in decisions.

Values are written.
Culture is repeated.

Values are announced.
Culture is rewarded, tolerated, or corrected.

Here’s the real test:

What gets promoted?
What gets ignored?
What gets excused?
What gets copied?
What happens when performance and behavior are in conflict?

That is your culture.

If leaders do not actively shape it, they passively allow it.

And what you allow, your people learn.

Culture is not what you say.
Culture is what the organization proves every day.

What behavior does your workplace reward most?

19/05/2026

We are looking for a commercially sharp and field-driven Manager In Charge (MIC) to lead end-to-end operations for an MFS distribution house in Dhaka. If you have strong P&L ownership, agent network leadership, and deep distribution experience, this role is for you.

𝗝𝗼𝗯 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Dhaka
𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗧𝘆𝗽𝗲: Permanent
𝗗𝗲𝗮𝗱𝗹𝗶𝗻𝗲: Apply Now

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂'𝗹𝗹 𝗗𝗼:
• Own the P&L and lead end-to-end distribution house operations across all territories

• Act as the primary liaison with the principal MFS company for targets, schemes, and reviews

• Define and execute agent network strategy, including acquisition, retention, and expansion

• Lead, coach, and review Territory Managers and the wider field organization

• Cascade targets, monitor performance dashboards, and drive corrective interventions

• Oversee float, working capital, cash exposure, and settlement risk

• Ensure full compliance with Bangladesh Bank MFS regulations and agent KYC obligations

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀:
• Minimum Bachelor’s degree required

• 7–10 years of experience in MFS distribution, agent banking, telecom, or large-scale FMCG distribution

• Minimum 3–4 years in a senior leadership role

• Proven experience leading large field organizations

• Strong commercial acumen with clear P&L orientation

• Proficiency in MS Excel, business dashboards, reporting, and analytics tools

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: As per company policy

𝗛𝗼𝘄 𝘁𝗼 𝗔𝗽𝗽𝗹𝘆:
Email your updated resume to [email protected] and mention the position title in the subject line.

19/05/2026

The best hire is not always the best-looking resume.

Skills matter.
Experience matters.
Credentials matter.

But here’s the thing:

A team does not grow because someone has the most polished CV.
It grows because people show up with character, attitude, and ownership.

You can train technical skills.
You can build process knowledge.
You can teach tools, systems, and workflows.

But it is much harder to teach someone to care.

The strongest hires often bring:

✓ Good character
✓ A positive attitude
✓ A never-quit mindset
✓ The humility to learn
✓ The maturity to support others

And sometimes, these qualities are not obvious on paper.

The candidate with a career gap may bring resilience.
The career switcher may bring fresh thinking.
The “overqualified” applicant may become a mentor to the team.
The less traditional profile may become your most committed performer.

Hiring should not be about rejecting people for not fitting a perfect template.

It should be about finding people who can grow, contribute, and strengthen the culture around them.

Stop hiring only for resumes.
Start hiring for people.

What do you value most when making a hiring decision?

18/05/2026

𝗧𝗼𝗽 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗲𝗿𝘀 𝗱𝗼𝗻’𝘁 𝗹𝗲𝗮𝘃𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀. 𝗧𝗵𝗲𝘆 𝗹𝗲𝗮𝘃𝗲 𝘀𝘁𝗮𝗴𝗻𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝘀𝘂𝗿𝗳𝗮𝗰𝗲-𝗹𝗲𝘃𝗲𝗹 𝗰𝘂𝗹𝘁𝘂𝗿𝗲.

In a competitive market like Bangladesh, "perks" have become a commodity. Snacks and ping-pong tables are noise. High performers are looking for the signal.

Our latest brief visualizes the Retention Iceberg: The difference between what companies think keeps talent vs. why they actually stay.

𝗧𝗵𝗲 𝗦𝘂𝗿𝗳𝗮𝗰𝗲 (𝗪𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝘀𝗲𝗲):

• Free lunch and snacks.

• "Cool" office decor.

• Casual Fridays.

• Trendy gadgets.

𝗧𝗵𝗲 𝗗𝗲𝗽𝘁𝗵 (𝗪𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗸𝗲𝗲𝗽𝘀 𝘁𝗵𝗲𝗺):

1. Psychological Safety: The freedom to take smart risks without fear of retribution. Trust fuels performance.

𝟮. 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝗱 𝗚𝗿𝗼𝘄𝘁𝗵: High performers crave steep learning curves. If they aren't growing faster here than anywhere else, they're gone.

𝟯. 𝗥𝗲𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Loyalty isn't to a logo; it’s to a leader who defends their team’s time, energy, and ideas.

𝟰. 𝗙𝗮𝗶𝗿, 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝘁 𝗣𝗮𝘆: Respect is measured in the paycheck. Transparent compensation structures earn trust.

𝟱. 𝗠𝗲𝗮𝗻𝗶𝗻𝗴𝗳𝘂𝗹 𝗣𝘂𝗿𝗽𝗼𝘀𝗲: They stay when they believe in what the company stands for—not just what it sells.

𝟲. 𝗪𝗼𝗿𝗸-𝗟𝗶𝗳𝗲 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻: Top talent refuses to choose between professional success and personal well-being. They want both.

𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲:
Perks might attract talent, but only Trust, Purpose, and Real Leadership will keep them.

Stop managing for attendance. Start leading for impact.

Do you have a culture built on depth, or just the surface?

♻ Find this strategic insight valuable? Repost to help your network lead better.

17/05/2026

We are looking for an energetic and field-ready Executive, Skills Specialist to support talent sourcing, candidate pipeline development, field engagement, and digital communications for our business unit. If you’re strong in coordination, recruitment support, and online/offline candidate outreach, this role is for you.

𝗝𝗼𝗯 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Dhaka + Field Assignments
𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗧𝘆𝗽𝗲: Permanent
𝗪𝗼𝗿𝗸 𝗠𝗼𝗱𝗲: Office & Field-Based
𝗗𝗲𝗮𝗱𝗹𝗶𝗻𝗲: Urgent

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂'𝗹𝗹 𝗗𝗼:
• Source candidates through job portals and social media across target sectors

• Plan and conduct field visits to universities, institutes, training centres, and job hubs to build candidate pools

• Conduct talent mapping and maintain accurate candidate databases and periodic candidate lists

• Coordinate recruitment activities, follow up with candidates, handle queries, and provide continuous feedback

• Lead digital communications including social media campaigns, job circulars, post boosting, and creative content

• Manage the website and digital assets while coordinating with development and hosting vendors

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀:
• Master’s degree in Statistics, Mathematics, Law, or Social Science from a reputed public university

• Experience in talent sourcing, recruitment, business development, or digital marketing is an advantage

• Capable fresh graduates with strong field engagement and digital aptitude are encouraged to apply

• Working knowledge of job portals, HRIS, social media, and digital marketing tools

• Proficiency in MS Office including Excel, PowerPoint, Word, and Outlook

• Excellent communication skills in English & Bangla with strong analytical and organizational ability

• Willingness and physical fitness for regular field visits and field-based duties

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: As per company policy

𝗛𝗼𝘄 𝘁𝗼 𝗔𝗽𝗽𝗹𝘆:
Email your updated CV to [email protected] and mention the position name in the subject line.

Special Note: Any personal persuasion/phone-call may result in disqualification.

17/05/2026

Culture problems usually look like people problems.

But most of the time, they are system problems.

MIT Sloan Management Review research found toxic culture is over 10x more predictive of employee attrition than compensation.

That matters for every growing business.

Because employees rarely leave after one bad day.

They leave when repeated patterns become normal:

1. Unclear expectations
No one knows what success actually looks like.

2. Public criticism
Feedback turns into fear.

3. Blame shifting
Accountability becomes politics.

4. Silent treatment
People are excluded from updates or decisions.

5. Micromanagement
Control replaces trust.

6. Hiding information
Teams work with missing context.

7. Stolen credit
Recognition misses the people doing the work.

8. Fear culture
Employees stop speaking honestly.

These signs do not just affect morale.

They affect retention, productivity, leadership trust, and business continuity.

A healthy workplace does not happen by accident.

It needs clear HR policies, trained managers, fair performance systems, structured communication, and leadership accountability.

At Enroute, we help organizations build stronger people systems through recruitment, HR consulting, payroll, people outsourcing, executive education, and business consultancy.

Because retaining talent starts long before someone resigns.

It starts with the culture people experience every day.

Which sign do you think organizations notice too late?

14/05/2026

Most difficult meetings do not go wrong in the room.

They go wrong before the room.

When teams enter a conversation without clarity, the discussion quickly becomes reactive. The issue becomes blurred. The outcome becomes unclear. And the person on the other side of the table starts feeling managed, not understood.

That is why preparation matters.

Before a performance discussion, client meeting, internal conflict, or sensitive leadership conversation, these 7 questions help create the clarity most meetings are missing.

They shift the conversation from pressure to purpose.

From reaction to intention.

From talking to actually solving.

At enroute, we believe better workplace outcomes start with better people conversations.

Save this before your next difficult conversation.

13/05/2026

আমরা খুঁজছি একজন দায়িত্বশীল, অভিজ্ঞ ও hands-on 𝗠𝗮𝗻𝗮𝗴𝗲𝗿, 𝗣𝗿𝗼𝗰𝘂𝗿𝗲𝗺𝗲𝗻𝘁 & 𝗦𝗼𝘂𝗿𝗰𝗶𝗻𝗴, যিনি সরকারি/প্রতিরক্ষা টেন্ডার, সোর্সিং, আন্তর্জাতিক লজিস্টিকস এবং ভেন্ডর ম্যানেজমেন্ট কার্যক্রম দক্ষতার সাথে পরিচালনা করতে পারবেন। আপনার যদি টেন্ডার লাইফসাইকেল, PPR-2008, ফ্রেইট কস্টিং এবং স্টেকহোল্ডার সমন্বয়ে শক্ত অভিজ্ঞতা থাকে, এই সুযোগটি আপনার জন্য।

𝗝𝗼𝗯 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: বিজ্ঞপ্তিতে উল্লেখিত নয়
𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗧𝘆𝗽𝗲: Permanent
𝗗𝗲𝗮𝗱𝗹𝗶𝗻𝗲: Urgent

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂'𝗹𝗹 𝗗𝗼:
• সেনাবাহিনী, নৌবাহিনী, বিমান বাহিনী, প্রতিরক্ষা মন্ত্রণালয়, DGDP ও অন্যান্য সরকারি সংস্থার টেন্ডার চিহ্নিতকরণ এবং Bid/No-Bid সিদ্ধান্ত গ্রহণ
• টেন্ডার লাইফসাইকেলের সম্পূর্ণ পরিচালনা, নোটিশ ট্র্যাকিং, কারিগরি ও আর্থিক দরপত্র প্রস্তুতি, বিড জমা এবং চুক্তি বাস্তবায়ন
• সমুদ্র, সড়ক, এয়ার কার্গো ও কুরিয়ার পার্টনার চিহ্নিতকরণ এবং মূল্যায়ন
• শিপিং এজেন্সি, ফ্রেইট ফরওয়ার্ডার ও সরবরাহকারীদের যাচাইকৃত প্যানেল গঠন ও রক্ষণাবেক্ষণ
• Sea/Air Freight, Customs, Inland Transportation, Insurance ও War-Risk Premium সহ USD-তে Door-to-Door Cost Model তৈরি
• PPR-2008, প্রতিরক্ষা ক্রয় বিধিমালা এবং আন্তর্জাতিক ফ্রেইট অনুমোদনের সাথে পূর্ণ সামঞ্জস্য নিশ্চিত করা
• ক্যারিয়ার, এজেন্ট ও কনসোলিডেশন পার্টনারদের সাথে Freight Rate, Tender এবং Contract Terms নিয়ে আলোচনা করা

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀:
• যেকোনো বিষয়ে ন্যূনতম স্নাতক ডিগ্রি
• বাংলাদেশ সশস্ত্র বাহিনীতে ন্যূনতম ১২ বছরের অভিজ্ঞতা; ক্রয়, সোর্সিং বা আন্তর্জাতিক লজিস্টিকসে ৫–৮ বছরের অভিজ্ঞতা
• সশস্ত্র বাহিনী, প্রতিরক্ষা মন্ত্রণালয় বা প্রধান সরকারি সংস্থার টেন্ডারে সফল অংশগ্রহণের প্রমাণিত অভিজ্ঞতা
• Public Procurement Rules (PPR-2008) ও আন্তর্জাতিক ফ্রেইট অনুমোদন সম্পর্কে কার্যকর জ্ঞান
• ভেন্ডর ব্যবস্থাপনা, আলোচনা ও স্টেকহোল্ডার সমন্বয়ে উৎকৃষ্ট দক্ষতা
• Advanced MS Excel, MS Word ও টেন্ডার ডকুমেন্টেশন টুলে দক্ষতা; বাংলা ও ইংরেজিতে যোগাযোগ সক্ষমতা

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: কোম্পানির নীতিমালা অনুযায়ী

𝗛𝗼𝘄 𝘁𝗼 𝗔𝗽𝗽𝗹𝘆:
আপনার আপডেটেড CV পাঠান [email protected] এই ইমেইলে এবং subject line-এ অবশ্যই পদের নাম উল্লেখ করুন।

Special Note: Any personal persuasion/phone-call will result in disqualification.

12/05/2026

We are looking for a hands-on and performance-driven Distribution Operations Manager to lead field operations, agent business management, and day-to-day distribution coordination in Mirpur. If you’re strong in KPI monitoring, target planning, field team supervision, and business growth ex*****on, this role is for you.

𝗝𝗼𝗯 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Mirpur
𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗧𝘆𝗽𝗲: Permanent
𝗗𝗲𝗮𝗱𝗹𝗶𝗻𝗲: Urgent

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂'𝗹𝗹 𝗗𝗼:
• Monitor field force performance to drive business growth and ensure compliant operations across the agent base

• Split monthly/yearly targets across teams and regions, and develop actionable achievement plans

• Conduct regular KPI evaluations for field staff and agents to improve performance

• Identify new business opportunities, underpenetrated areas, and growth pockets within the agent network

• Ensure product availability, brand visibility, and business compliance at agent points

• Train and develop field employees while ensuring required manpower availability

• Lead daily briefings, maintain coordination, and submit daily/weekly reports to management

• Manage daily business dashboards and monitor key agent performance status

𝗥𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁𝘀:
• Minimum Graduation/Bachelor’s degree in any discipline

• 3–5 years of experience in a distribution house, FMCG, wholesale, or agency-based distribution

• Strong field team supervision and agent business management skills

• Sound understanding of target planning, KPI tracking, reporting, and dashboard management

• Able to work in a fast-paced, volume-driven distribution environment

𝗛𝗼𝘄 𝘁𝗼 𝗔𝗽𝗽𝗹𝘆:
Email your updated resume to [email protected]
and mention the position name in the subject line.

Special Note: Any personal persuasion/phone-call will result in disqualification.

11/05/2026