The Competitive Edge of High-EQ Teams
I’ve always believed this: “Magic happens when you bring great minds together.”
In a world where technical skills dominate hiring decisions, one fundamental quality often gets overlooked—emotional intelligence (EQ).
Before starting Proximity Works in 2019, I worked at several startups. I took the best of those cultures and infused them into the Proxoverse—our unique ecosystem. From day one, our focus has been on something deeper than just skillsets: hiring high-EQ A-players—people who bring not just technical expertise but also self-awareness, empathy, and resilience.
EQ isn’t just a soft skill—it’s a business-critical skill. High-EQ teams communicate better, innovate faster, and drive meaningful impact—all without the internal friction that slows companies down.
Why High-EQ A-Players Outperform A-Players
There’s a common belief that success comes from hiring A-players—those with top-tier skills and experience. But in reality, high-EQ A-players outperform pure skill-driven hires in ways that truly matter:
They adapt quickly to changing environments without losing focus.
They lead effectively, whether as managers or individual contributors.
They foster collaboration and minimize friction within teams.
They take ownership of challenges rather than waiting for direction.
They prioritize team success over personal agendas.
A technically brilliant but emotionally disconnected team member can do more harm than good. That’s why, at Proximity, EQ isn’t a bonus—it’s a necessity.
Building and Managing Distributed Teams with EQ
I started Proximity in my bedroom in Mumbai in 2019. From day one, we were born without boundaries.
With Proxonauts spread across 25+ cities worldwide, we redefined leadership and teamwork in a remote-first world. The traditional location-based talent model never applied to us. Instead, we focused on attracting the best talent—regardless of geography—while ensuring every hire aligns with our values.
However, a distributed model comes with challenges. How do you maintain a strong culture when teams are largely remote? Through intentional leadership driven by emotional intelligence.
Some of the key rituals that reinforce our culture:
‘Friyay-in-the-Proxoverse’ – Our weekly company-wide meeting keeps everyone connected.
Annual offsites – Meeting IRL strengthens our bonds beyond Zoom.
City meetups & book exchanges – Organized by our Ministry of Magic and People Ops (MoM & POps) teams to build local connections.
This structured, high-EQ approach has allowed Proximity to thrive while staying globally connected.
Lessons from Building Global Teams
Building a company across multiple time zones has taught me one thing: talent is everywhere, but the right mindset is rare.
We look for people who thrive in a fast-moving, high-ownership environment. Remote work has unlocked talent globally but has also highlighted the difference between those who work well autonomously while staying deeply collaborative.
What has worked for us:
Leaders set the tone for clear communication and structured autonomy.
Learning through osmosis is harder remotely, so we’ve created spaces for it:
Proximity Talks for exploring new technologies.
AI Weeklies to stay ahead in our field.
Design Weeklies (our ‘2px’ sessions) for cross-team insights.
These aren’t just meetings—they’re how we stay sharp, curious, and ahead of the curve.
Leadership Styles That Prioritize EQ
The right leader doesn’t just grow the business—they grow the people within it.
Scaling isn’t just about processes or products—it’s about people. The best leaders don’t just execute; they inspire, listen, and create a ripple effect of growth. Finding them takes time, but it’s always worth the wait.
Leaders at Proximity prioritize:
Asynchronous but effective communication – Ensuring clarity without micromanagement.
Empathy in decision-making – Understanding diverse work styles and backgrounds.
Trust over surveillance – Focusing on outcomes rather than hours worked.
Continuous learning and mentorship – Creating an environment where osmosis learning thrives, even remotely.
Leading by Example
A leader’s true test isn’t how they operate when things are smooth—it’s how they show up when things go south.
Do they panic, react emotionally, and pass down stress? Or do they control their composure, respond with clarity, and keep morale high even in uncertainty?
At Proximity, EQ isn’t just a leadership trait—it’s a survival trait. Great leadership is about responding, not reacting.
Reacting is impulsive – It escalates conflict and breaks trust.
Responding is intentional – It fosters solutions, stability, and clarity.
People Success Managers, Not HRs
At Proximity, we don’t see people as resources. We don’t have HR managers; we have People Success Managers.
Their role isn’t just to fill positions—it’s to ensure our employees are thriving, engaged, and growing. Our job isn’t just to hire talent—it’s to create an environment where they succeed.
How We Hire: Culture Fit Over Everything
Pedigree and expertise matter—but culture fit is non-negotiable.
Our hiring process includes:
Technical evaluations – To assess domain expertise.
Real-world problem assessments – To evaluate how candidates approach complex challenges.
Culture interviews – The final and most critical step. If a candidate doesn’t align with our values, they don’t get hired. Simple as that.
This rigorous selection process has built a team that’s not just talented—but one that operates as a unified force driven by shared values.
Keep Winning: The Long Run
As businesses navigate increasingly complex landscapes, emotional intelligence isn’t optional—it’s a competitive edge.
Leaders who prioritize EQ in their hiring, management, and decision-making build organizations that are resilient, adaptable, and positioned for long-term success.
At Proximity, we’ve faced moments where we had to restructure teams, rethink priorities, and make tough calls. But through it all, we’ve stayed true to one principle:
People-first leadership drives long-term success.
In the Proxoverse, this isn’t just theory—it’s how we operate every single day. Because, at the end of the day, technology doesn’t build great companies – people do.
Hardik Jagda is an entrepreneur, investor, speaker, and engineer. He’s the Founder, Chairman, and CEO of Proximity Works — the company behind Proximity Tech, Studio Proximity, Proximity (PX) Ventures, 42PX, and Colarity AI. He’s also the Founder & Chairman of Proximity Foundation. Hardik led engineering teams at several product startups before founding Proximity in 2019 as a global powerhouse of products & services built to create lasting impact. Proximity was born with the mission of bringing together the brightest minds from around the world and empowering them to do their best work. Over the past 5 years, Hardik has methodically grown his fleet of Proxonauts across 25 cities and 4 countries while keeping the company bootstrapped all this time.
