Generalyst Recruiting

Matching early career generalists with top startups in Germany. Roles include: 
- Founder’s Associate
- Growth Associate
- Venture Developer / EiR
- Chief of Staff

The future belongs to generalists and the companies who hire them. Get in touch today, start within four weeks.

Founder

dominiknitsch.com

Weekly newsletter about building a generalist career and finding the time to do so.

I also have a cool online course:

Creator

Scenarium AI

Angel Investor

Sdui

Ran Sdui's international expansion efforts across all departments. In 3 years, I:
- headed the expansion to 7 new countries (and closed down 3 of them)
- helped Sdui grow from 50 to 240 employees, including ~100 outside of Germany
- initiated and led the negotations for the acquisition of 3 companies
- hired 30+ great people

As of my leaving of the company, ~13k schools across the world have access to the leading operating system for educational institutions. This was fun & meaningful!

Head of International

Entrepreneur 

Worked on two businesses during my time at EF: AI for personal training, and wearables for the elderly. 

Entrepreneur First is a highly selective, 3-month long programme run in 6 cities across the globe that brings together co-founders to build their next business.

Cohort Member (BE6)

Linguedo

Linguedo brings unemployed nurses from Italy to Germany, using a state-of-the art language course that brings you from zero to fluency within 6-8 months. At Linguedo, I co-led a team of up to 15 FTEs and 25 Freelancers, and achieved the following results:

- Grew the team from 4 FTEs to 15
- Closed >5 million € in sales
- Facilitated the placement of more than 300 Italian and Spanish nurses in Germany (and the number keeps growing)
- Architected, developed and implemented a custom-built automated Applicant Tracking System using Salesforce
- Created and automated processes for all business departments
- Conducted or witnessed ~1,000 job interviews 

Linguedo still exists and continues to grow. Left amicably (in case you're wondering).

Co-Founder & COO

FlixBus

Flixbus Charter was the #1 platform to charter buses in Europe. Founded in May 2015 with just three employees (me being one of them), the team grew to 80+ people and was generating a solid 8 figure revenue annually. 

As the #1 employee in the department, I had the following responsibilities and results:
- developed a highly sophisticated pricing logic, supplemented by my bachelor's thesis about a demand-based pricing model in an intransparent market
- procurement of bus rides for our customers
- optimization of bus allocation to rides
- customer relationship management

Working Student Strategic Projects

Business Development Intern

Sirl Interaktive Logistik GmbH

Preparation of a mid-sized international logistics company for a quality audit. Developed HACCP tracking systems.

Project Studies

Venture Athlete & International Expansion Expert | Thriving as Generalist in a Specialized Economy

I’m Dominik, founder, athlete, & creator. A proud generalist. This is my story: 

For the last 7 years, I helped bootstrap one startup from 0 to 1M in revenue and built the international business from scratch for one of Europe’s fastest growing EdTech companies (50 -> 240 employees in my three years there).

All while competing at the highest level of the beautiful sport of Lacrosse, including an appearance for the German National Team at the 2022 World Games (the Olympics’ little brother).

While my professional achievements may seem more impressive on paper, representing Germany on an international stage is the feat that I’m most proud of.

I wasn’t very athletic up until my mid-twenties. Very little talent, but a lot of injuries to make up for it.

Until one day, I started working with a personal trainer. He helped me break down the fundamentals I needed to fix.

I worked hard, and I worked consistently. Showed up to every practice, every gym session. Did my recovery & mobility work daily.

4 years later, I made the national team roster.

The potential was in me. But it needed help unlocking.

Throughout my entire career, I’ve also helped humans unlock their potential, just in different ways:

- By teaching people in rural Rwanda and Brazilian homeless shelter how to make glasses for less than $1, and how to build a business around it
- By bringing unemployed nurses from Italy to Germany and teaching them German, opening a completely different career path for them
- By expanding the leading operating system for schools throughout Europe, so that education becomes more digital and thus accessible
- By writing about my experiences online and sharing them with the world

In late 2023, I made the decision to quit my cozy, well-paid, full-time job that fit my profile perfectly.

I'm on a mission to build my own portfolio career - and help others to unlock theirs. Join me on my journey towards building a portfolio of cashflow-positive, impact-driven businesses.

These businesses have one goal: help others unlock their potential. Just like my personal trainer did for me.

I wish that some of the best portfolio company owners turned creators had documented their journey from day 1, and not retrospectively.

So that’s what I’m doing.

I write for generalists like myself, who want to make a living in a specialized economy without specializing themselves. 

You can do more than one thing in your life. 
Let’s design that life together. 

Sign up for my newsletter here: www.dominiknitsch.com/newsletter

It’s been a while since I posted about Generalyst. Here’s quick update:

(1) We now have ~50 candidates at any given point in the program – all of them are pre-vetted (interviewed by myself personally), actively hunting for a job, and mostly German-speaking. 

(2) Right now, 8 companies are actively hiring via Generalyst, with many positions you wouldn’t find on the open market. 

(3) We run monthly experiments. Right now, we’re running a batch exclusively dedicated to Sales. (If you’re hiring German-speaking sales talent, we should talk.) 

(4) A candidate recently said: “I clearly prefer your way of solving the problem of recruiting generalists. I like that you’re high-touch, with a strong personal vision of the type of candidate you want to invest in.” 

(5) A client recently said: “I don’t know where you find this talent, but it’s hands-down better than every candidate we’ve had in our own pipeline.” 

(6) I recently gave a keynote at ’s Innovation Festival. That was fun. I shared my thesis on why the future belongs to generalists. If you wanna read it, it’s on my website. Linking it in a comment below. (Jenny Schober, thanks for the invitation!)

(7) Last but not least, the first Founder’s Associate placed via Generalyst just started his job (cc: David Wagner) – congratulations!! 

Building a recruiting business in this market is somewhere between non-trivia and batshit insane. 

Thing is: nobody will tell you that the applying & hiring experience is great. And as long as that problem exists, I’m here to solve it. 

LFG. 

→ Want to hire Founder’s Associates or Sales Talent via Generalyst? Send me a DM.
→ Want to become part of the ~50 candidates in the program? Apply on our website.

Dominik Nitsch

Building a High Agency Recruiting Studio for early startup hires | 789 generalists read my newsletter to future-proof their career

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Hard work pays off. 

Proud (not humbled or honored) to play another tournament with the German National Team at the European Lacrosse Championships in July. 

Had you told me that I'd be playing in the European Championships in 2025 eight years ago, I'd have told you that you're a lunatic. 

Thousands of hours spent on the field, in the gym, working with coaches, and watching film later, here we are. 

Super excited to be competing in Wroclaw from July 9th to 19th with these wonderful men. 🤝

LFG.

I’m (almost) 32. And recently, I catch myself reminiscing the “good old days” more and more. What’s crazy:

During the “good old days”, I had no idea I was in the “good old days”.

I was just having fun, embracing the process: 
→ spending a semester abroad in Madrid doing anything but studying 
→ sitting at a shitty desk in Frankfurt with 5 colleagues, desperately trying to build our startup late into the night, fueled by subpar filter coffee
→ drinking beers at 11am on a Wednesday at a butcher shop in Munich while skipping university 
→ printing hundreds of CVs the evening before a big interview day (yes, printing, that was a thing – these things were sleek)

Back then, I thought I was working towards something. Which I was. 
But these moments, fully present, engaged in fairly mundane activities, were much more valuable. 

Stop postponing your happiness for some imaginary future. 

The good old days are happening right now. :)

I've done over 1,300 job interviews in the past 8 years. 
Here are 7 traits that I see in every high performer: 

1. Agency 

This one's non-negotiable. 

What's agency? 

→ Life doesn't happen to them, they happen to life. 
→ If you were stuck in a third world prison cell, they'd be the person you call. 
→ They always find a way. 

2. Grit 

No matter what task they're up to, they will not stop until the work is done. 

They persist through obstacles, bounce back from failure, and keep pushing through. 

(That's why I really like high-level athletes – you can't get to a high level in any sport without grit.) 

3. Growth Mindset

You don't know what challenges await you six months from today. 

Maybe you'll pivot.
Maybe you'll face a takeover bid. 
Maybe you'll grow faster than expected.

No matter what it is, in a startup, the best hires are the ones who never stop learning. And who believe that they can learn new skills in the first place. 

4. Ownership 

If they tell you in the interview, "it was the manager's fault", it's a no. 

Yes, it might have been squarely on their manager, but there is always something that you could've done better. 

Own everything. Take responsibility for your outcomes – both for failures and successes. 

(I really enjoy this about being an entrepreneur: your outcomes are due to your work. If your outcomes suck, get better. If you succeed, that's on you, too.) 

5. Fun to be around

With every person I interview, I ask myself: "would I want to have a beer with this person?" 

If it's a no, don't hire them. Especially in a startup, you WILL be spending a lot of time with each other. If you don't find each other interesting, it'll be tedious. 

Usually, these people exhibit positive energy, a sense of humor, and light up every room they walk into. 

6. Exceptionality 

"If you want to live an extraordinary life, you need to do extraordinary things." 

And if you want to build an extraordinary business, you need to hire extraordinary people. 

I always look for indicators of exceptionality: 
→ intellectual excellence
→ unusual hobbies
→ great results in competitions 

Sometimes, exceptionality is hidden in the backstory – going to a top tier business school isn't exceptional by itself, but if you come from a family without an academic background and had to finance everything yourself, that is exceptional. 

7. Not being an asshole

A candidate might have the best CV in the world, but if they're an asshole – you don't wanna work with them.

I look for: 
→ people who treat others with respect 
→ show empathy 
→ collaborate kindly with others 

One company I work with invites candidates to grab Döner Kebab with them as final round of the interview. 

This'll give you great insight on how they treat people. 

––

None of these qualities you'll find in a CV. 

If you only look at logos, you're likely missing out on the best candidates for your business. 

Don't let that happen.

I’m a semi-pro athlete & founder. Anyone who argues that “996” is what it takes to succeed has never done sports at a high level. 

For most of my Lacrosse career, I’ve been told to simply “do more”. 
→ More running. 
→ More lifting. 
→ More wall balls (throwing with your stick against a wall). 

Which, in itself, isn’t bad advice. When you’re just starting out, you need to get all the reps you can get.

So I did more. At age 16, that was perfectly doable – we’d practice daily for two hours, I’d do some more wall balls at home, eat fast food for dinner and be reasonably well recovered in the morning. 

Today, at age 31, I still follow the advice of “doing more”, but in a different way: 
→ More sleep. 
→ More healthy nutrition.
→ More self-massage, sauna, ice baths, mobility. 

My total training time is somewhere between 10-15 hours per week. I can only do this because I take care of my body. So that I’m ready to go hard when necessary (eg. in an international tournament, where you have 9 games in 10 days). 

As a founder or early startup employee, you’re a mental athlete. You need to work hard, no doubt. But most of all, you need to be able to work hard for a long period of time. 

Don’t fall victim to the fallacy of “once we reach raise our Series A, it’ll become easier”. With great funding comes great responsibility.

I think the answer is building good personal and organizational habits from day one: 
→ Clear & aligned objectives so that everybody’s work goes into the same direction. 
→ Protected focus hours without meetings or notifications. 
→ Dedicated office days for collaboration. 

On top of this, treat yourself and your employees like athletes:
→ Athletes spend 95% of their time training, 5% performing. Allocate resources to ensuring people get better at their job. 
→ Provide infrastructure so that they can perform at their highest: gym passes, coaching, high-end tools. Hell, get them an Eight Sleep mattress cover. 
→ Take them off the field when they’re tired. (I’ve sent people home on several occasions because they were just wearing themselves out.) 

Tbh, I believe that the people who claim they work “12 hours a day” really also just have 3-4h of focused work and simply expand their workload to fit the 12h window. Parkinson’s law is real. 

4h of focused work in the morning. 
3h of back-to-back meetings in the afternoon.
2x30min communication blocks. 

If you execute this properly, I’m convinced you don’t need to sacrifice your health, social life, and hobbies for your startup. 

It’s a marathon, not a sprint. Sustain yourself so you’re ready to sprint when the time comes.

I made a huge false assumption when starting my recruiting company: 

Believing that German language skills don’t matter in Berlin-based startups. 

You see, I work and live in Berlin. >50% of my daily interactions take place in English, especially at startup events, in my own social circle, and in other work-related environment. Hell, I can’t even order my coffee in German here. 

So I took in a lot of candidates without fluent German skills. 

Big mistake. ~80% of open positions (no data here, just gut feeling) on the commercial side require fluent German. That way, the experience for both hiring managers and candidates was terrible – hiring managers couldn’t get the candidates they need, candidates wouldn’t get interviews. 

It makes sense: generalists are Swiss Army knives, and you hire them so that you can throw them at unknown problems in the future. Without German fluency, the knife is missing one big tool. It takes a ton of other qualities to make up for that. 

Ceteris paribus, the candidate that speaks German will always win against the candidate who doesn’t. 

A second aspect is internal culture building. When I first starting working at Sdui, we did all of our all-hands meetings in German. 

I was confused. Why would we do that? We already had a bunch of developers who definitely didn’t speak it. 

Turns out, about 30% of the company wasn’t able to speak English at a business level. While I think this is less likely in Berlin-based startups, a lot of informal things still take place in the country’s language. 

So honestly, the best advice I can give is: if you’re looking to stay and work in Germany for an extended period of time, learn the language. I know it’s hard – I’ve personally seen 400+ people go through an 8-month intensive course. But down the line, it’ll 10X your chances to get a job here.

Feeling stuck? Do this: 

1. Go for a walk
2. Open ChatGPT
3. Start talking about your current struggle 
4. Prompt: "based on what I just told you, create a detailed action plan for the next five days. Assume I have 2-3 hours daily to work on these things"
5. Bonus prompt: "now pretend I had 10X the agency – what would that action plan look like then?" 
6. Take action. 

The entire process takes 15min. 

Doing things > planning things.

8 months ago, I launched an online course about Personal Productivity. 
Today, I: 

- regularly fall back into an old pattern of checking emails / Slack / WhatsApp first
- don't plan out my day the night before
- forget to protect deep work blocks to work on the business instead of in the business 

Why? Me, the guy who studied all these things for 10+ years?! 

Honestly, because I feel like I'm too busy to do these things. 
And because I'm not doing these things, I feel like I'm too busy. 

Just because you've studied something much more than others doesn't mean you can slack off on the fundamentals. 

Good day to break the cycle today: 
- plan your day the night before
- have a clear plan what to tackle in your deep work phase
- only check email / Slack / WhatsApp 3-4 times during your workday

LFG.

A Founder's Associate isn't a Founder's Associate isn't a Founder's Associate. 
The 3 archetypes: 

After interviewing countless FA candidates and close to 100 companies who hire for them, I can confidently tell you: every Founder's Associate position is different. 

But you can roughly break it down into one of three archetypes: 

(1) GTM Focus 
These FAs usually help the founder with everything on the GTM side: 
→ doing outreach and setting sales meetings
→ building marketing campaigns
→ creating sales documentation 

(2) Finance & Strategy Focus
In Series A companies, controlling, investor relations, strategy fall into the responsibility of the FA: 
→ a lot of Excel magic happens here
→ as well as PPT building for fundraising rounds or board meetings 
→ some special projects 

(3) Ops Focus
Sometimes, a founder simply does too much him-/herself. That's when the Ops FA comes in: 
→ ensures that existing clients get the service they need 
→ builds processes for all departments inside the company
→ takes day-to-day work off the founder's shoulders 

Oh, and then there's a fourth one that I regularly see in job descriptions: 

(4) The Fake Founder's Associate 
... where a company calls the position Founder's Associate to generate applications because nobody applies for their Finance Manager or SDR position. 

The lines here are blurred. 

But this might help in both framing the job description correctly. 

To all aspiring FAs out there: which archetype are you?

Retirement is meant so that people can do whatever they want to do after a life full of unfulfilling work. 

But if you already have work that fulfills you, why retire? 

Yesterday, I sat next to a fabulous Greek lady at dinner. Grilled seabass on potatoes. Plenty of organic white wine, grown 100m away from our table.  

As someone who interviews candidates for a living, I sometimes ask weird questions in conversations. Such as: "What's a question nobody asks you but you wish they'd ask?" 

She answered: "When will I [redacted] retire?" 

"Well ... when will you retire?" 

"Probably never." 

And rightfully so. She had found something that gives her purpose: running her own vacation rental on the beautiful island of Corfu. 

I feel the same way: the last couple years, I wanted to become as productive as possible to "do the things that I wanted to do". Usually, this was working on my own projects. 

Now I get to do that daily. So if I were to retire ... I'd probably do the same thing. 

When you think about "how nice it'd be to retire", then that could be a sign that whatever you're doing doesn't give you purpose. 

I think life's too short for that.

Who the f**k thought it was a good idea to reach out and "discuss potential synergies"? 

Just say it as it is. 

→ Do you want me to invest? Say it.
→ Do you want to sell me something? Say it. 
→ Do you want to work with my company? Say it. 
→ Do you not know what exactly you want? Think it through, then say it again. 

This is also a reference for future outreach: just say what you want – we all have more than enough on our plate, no need to add "wondering what discussing synergies could mean" to it. 

Rant over. Enjoy your Saturday. 🤝

You're likely familiar with intermittent fasting. 16+ hours of not eating, max. 8h of eating. Quite effective for weight loss, increased focus, and general well-being (+ it saves time).

Enter digital intermittent fasting. It's quite simple: 12h of technology, 12h of no technology.

Assuming you spend 8h in bed every night, this means:
2h without phone after waking.
2h without phone before bed.

It won't help you lose weight, but increase focus and general well-being while .. saving time for non-digital activities. Try it.

I'm at 30 minutes on either side, and looking to increase the time every day.

When you use LLMs to write, you end up with "brown" content. 
Here's what I mean: 

When you take a color palette and mix all colors on it, you end up with a fairly ugly shade of brown – a result significantly worse than had you just used one of the colors on the palette. 

That's exactly what writing with LLMs feels like. You end up with buzzwordy gibberish that looks good from the outside, but doesn't convey much on the inside. 

@claytonwramsey summarized this well in a recent essay: 

The purpose of writing is to sort, and then communicate, original thoughts. 
If you communicate someone else's thoughts, that's plagiarism. 

Every single person in the world would be better off if there were no AI-generated comments on LinkedIn that merely provide a summary. 

This simply isn't worth doing, and shouldn't be done at all. 
Conversely, if something's worth doing, it's worth doing it badly. 

At first. Until you get better. 

The answer isn't doing more.
The answer is doing the right things. 
And to do those well.

Something crazy happened this weekend: 

My train arrived early.
08:50am on a Saturday in Wolfsburg, Germany.
I’m staring at the massive VW plant, the reason this city even exists.
Thousands of jobs. A massive driver of Germany’s economy.

Most people here spend their entire working lives in this factory, building cars. 40 years in. Retire with a pension.

This is the ordinary German life:

- Show up for work
- Do your job
- Go home
- 6 weeks of vacation a year
- Retire at 65

It’s a decent life. Security. Stability. Pension.

Better than most places in the world.

But let’s be real.
You don’t want ordinary.
You want freedom. Wealth. Health. Friends. Cool trips.
You want the extraordinary.

The catch: 

Nothing in life is free.

If you want an extraordinary life, you need to do extraordinary things.

In today’s newsletter, I’m sharing five things that only extraordinary people do. Read it here: 

https://lnkd.in/eRx_Zerv

If your inbox looks like this, declare email bankruptcy: 

There’s no way in hell you’re gonna read all that. The lingering stress isn’t worth it. 

Here’s how:
→ unsubscribe to all newsletters
→ search for senders that you don't need, mass delete
→ mark all else as read 
→ implement Inbox Zero as system
→ set aside time to process email

Problem solved. 

Wanna know how to implement these systems? I wrote an in-depth guide on how I went from 52k unread emails to zero and have maintained it ever since: https://lnkd.in/eBsdMRzp

Prediction: within the next 5-10 years, generalists will be more sought after than specialists. 

In small organizations, you can’t afford to have one person doing just one specific thing. Everybody needs to chip in.

Following the trend that we’ve been seeing in the last few years, organizations will continue to get smaller: bootstrapped companies are on the rise, solopreneur businesses take over, and even VC-backed companies are getting smaller. AI only accelerates that by taking over specialized tasks. 

A company that needed 100 employees to do the work might only need 20 in the future. And of these 20, the majority will be generalists, not specialists. 

Am I wrong?

Stop making wrong decisions because you want to impress someone. Here's how to test it (in less than 60 sec): 

When making a decision, ask yourself: would I still buy/do this if I couldn't tell anyone about it? If no, then you probably shouldn't. 

Conversely, if the wealthiest person in the world couldn't buy this right now, you've likely earned it. (ex: a healthy body, a loving family, a calm mind).

A mental model that completely transformed the way I communicate: 

Thinking in Bets. 

Annie Duke is an American professional poker player. She:
→ Won north of 4M USD in prize money throughout her career
→ Promoted mixed tournaments ("no need for female-only poker tournaments, as poker is one of the few sports women and men have the same prerequisites")
→ Runs several philanthropic organizations 

But most of all, she wrote a book on decision making. 

Poker players make a ton of decision in an unknown environment. You know the odds, but you can (almost) never be entirely sure that you'll win your hand. 

So you make a bet, based on your perceived probability of winning. 

When arguing with others, you can use the same approach: 

Instead of saying "La Paz is the capital of Bolivia", you'd say "I'm 82% sure La Paz is the capital of Bolivia". By attaching a bet to it, you make yourself accountable – because at any given point, when you provide the odds, others could technically challenge you to bet on it. 

If you don't take it, are you really that confident? Better adjust your confidence downwards then. 

So next time you present "facts", attach a probability to it. You might just be wrong. Because while La Paz is the administrative capital of Bolivia, the constitutional one is Sucre. :)

“I don’t trust anyone who doesn’t have an assistant. If they don’t value their time, how can I be sure they value mine?” — unknown, found this on X somewhere. 

As you grow your business, tasks will slip. For example, this morning, I realized that I: 
- Missed two follow-ups with introductions to potential clients in the last three weeks
- Forgot to check in with a candidate before and after his interview 
- Only got half of the tasks done that I wanted to do yesterday 

This is perfectly normal as a founder. You only have limited attention and time, and things will slip. 

But just because it’s normal doesn’t mean it’s not problematic. Because having a to-do list dictate your work is a surefire way to never make major steps. 

You need time to be creative. 
→ Time to think about your strategy
→ Time to create content 
→ Time to implement systems that improve the business
→ Time to instill your vision into others 

If you try to do everything yourself, it’ll fail your business. (Source: me, a religious everything-himself-doer) 

So to free up that time, follow this three-step framework: 

1. Note down all the tasks you’ve done in the last 8 weeks 
2. Ask: does it give or drain energy? 
3. For everything that’s draining: can you eliminate, automate, delegate this? 
4. If a task doesn’t move the needle for your business, eliminate it. 
5. If you can automate it, automate it. 
6. If it doesn’t give you energy but is essential for the business, delegate it. 

Real-life example from my business: 

As founder of a recruiting studio, I spend a lot of time interviewing candidates. Important task – it allows me to stay close to the real problems of applicants, keep the quality bar high, and sell the opportunities. But after 4-5 on a day, it becomes draining. 

So I: 
→ eliminated: set a cap of 4 interviews per day, and now have to be stricter in my pre-screening 
→ automated: cut down the time per interview by sharing more about the company in the invitation email
→ delegated: at times, got help from others to run some interviews for the company

Life’s much better now. 

This is one example. But in reality, every founder needs someone that picks up their Slack, and runs strategic projects for them. 

Every founder needs a Founder’s Associate / Chief of Staff. 

And if you don’t have one, you’re missing out. 

The 4 interviews per day that I mentioned: all of them are with people looking to work in exactly that role. 

Wanna start working on your business instead of in your business by getting help? 

Shoot me a DM.

Unpleasant advice on how to do anything well: 

“People who attain fluency practice a lot more than the typical foreign language student. “A lot” doesn’t mean 10% more, 25% more, or even 100% more. People who attain fluency practice about ten times as much as the typical person who is officially “learning a foreign language.”

→ They study vocab daily (biggest language learning hack)
→ They immerse themselves in the language
→ They begin speaking on day 1 

Then, they do this for a long amount of time. 

“Do ten times as much” is good advice if you’re just starting out. As Bryan Caplan notes, “never underestimate your fellow man’s lack of initiative”: it’s easy to post ten times as much when most make 2 LinkedIn posts per year. 

This is where the “more, better, new” framework comes in: 
→ First, you do more until you max out your capacity
→ Second, you do the thing at capacity but better (with improved processes, new insights etc)
→ Last, you do new things (trying out new strategies) 

Example – you want to build a personal brand: 
→ First, you simply post more until you get to 5x / week
→ Once you get there, analyze what works and what doesn’t, get some coaching, and automate some of the process 
→ Only when that is working, you add a new social media platform and start from scratch

That’s all.

Taplio

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