Fueled by thoughts of family, country, and just reaching dry land, two men from Central Asia swam across the Strait of Bonifacio from the French island of Corsica to the Italian island of Sardinia, an open water route of about 15 kilometers whose varying winds and currents sometimes add to the challenge for ultramarathon swimmers.

Askar Ospanov, a 66-year-old Kazakhstani, and Shavkat Musinov, a 42-year-old Uzbekistani, drew mental strength from each other even though they didn’t speak much while swimming in wetsuits for nearly eight hours on Sept. 26. The leader of their group was Rinat Mustafin, a 46-year-old swimmer from Russia who had crossed the strait in 2019 and prepared his friends for their Mediterranean feat. They were assisted by a support boat.

“The sea that day was challenging — with strong currents and waves — but we stayed coordinated and focused,” Musinov, a Tashkent businessman, said this week. “What united us was the shared feeling that we were doing something meaningful, not only for ourselves but also for our region.”

Musinov and Ospanov were the first people from their countries to swim across the Strait of Bonifacio, a challenge that isn’t overseen by a governing body but has won international recognition over the years. The World Open Water Swimming Association has listed it as one of the world´s top 100 island swims. While the Strait of Bonifacio is among the shorter ultramarathon distances for swimmers (the English Channel, for example, is a cold water challenge of about 33 kilometers), conditions can add to the difficulty level.

“The two relatively close opposite coasts and the seabed with an average depth of 50 meters, which in any case does not exceed 100 meters, mean that the winds and currents that are channeled increase their intensity,” the association says. “The crossing is often characterized by non-linear trajectories and more or less demanding waves.”

Musinov said he met Ospanov’s son, Galym, in the Sahara Desert during the Marathon des Sables ultramarathon in 2023, and they bonded while traversing 250 kilometers together across the Sahara Desert in Morocco. The Uzbek athlete later met the elder Ospanov – Musinov calls him “Asqa aga” with respect and affection – and described the Kazakhstani swimmer as an emblem of determination and discipline.

Musinov and Mustafin, the Russian swimmer, kept the same pace as Ospanov so they could stay together. Ospanov said on Instagram that “team captain” Mustafin set the route. They ended up swimming nearly 17 kilometers because of the pull of the currents.

“Shavkat swam second, occasionally looking back to check on me, while I tried to draft behind him,” said Ospanov, a former government worker. “Twice — at the 6 km and 11 km marks — Rinat gave me CrampFix just in time, helping me when I got a leg cramp (vinegar, as it turns out, can interrupt the body’s cramp reflex). You live and learn!”

CrampFix, which contains vinegar, is a supplement that relieves muscle cramps. Jellyfish are also a hazard in the Strait.

Ospanov and Musinov show off their suntans after the strait crossing (Photo provided by Musinov).

“During the swim, we didn’t really talk – everyone was focused on technique and breathing – but there was a silent understanding and sense of unity,” Musinov said, recalling how he pushed his body to the limit.

He said, “All thoughts narrowed down to one simple goal: to reach the finish. Every stroke, every breath – only forward. Of course, I thought about my family, my children, my friends.

“We fueled every 30 minutes – quick carbs and isotonic drinks to keep up energy and focus. But after 12 kilometers, my body started to ask for something different, so I switched to eating a banana and washing it down with Coca-Cola – a simple combination that worked perfectly at that moment.

“Thoughts about life, business, partners — and how unpredictable life can be — kept running through my mind,” Musinov said. “But above all, one clear idea stayed with me: I was making history for my country — becoming the first Uzbek to swim across the Strait of Bonifacio.”

Musinov’s “certificate of merit” from the Bocche Bonifacio Swimming organization says he completed the crossing in a neoprene wetsuit in seven hours and 50 minutes, leaving the Punta Sperone beach in Corsica at 8 a.m. and arriving at the Monte Regalo beach in Sardinia. The certificate says weather conditions were “good for making the crossing, clear sky, calm sea, wind from the west 6/7 knots, light current from the east.”

The organization says no swimming permits are issued for any crossing in August because of the passage of cruise ships, cargo ships, and small fishing and pleasure boats.

• Garima Shah, founder of Biller Genie, aims to have six-and-a-half-minute job interviews.
• Her interview process focuses on three questions to assess if a candidate is a cultural fit.
• Shah said a person’s ability is shown through their résumé, the screening call, and the assessment.

This as-told-to essay is based on a conversation with Garima Shah, the Orlando-based founder and president of Biller Genie, a B2B SaaS company. This story has been edited for length and clarity.

I’ve been in Fintech for over 20 years.

When I first started in business, I worked in outside sales, and I was very young. It was high turnover, high commitment, and commission-only. At one point, my manager went on maternity leave, and she left me, a really inexperienced 19-year-old, to run the company.

When I was running sales teams, I conducted 30 to 40 interviews a day. She taught me to look for some very basic things, like: Did they make eye contact? Did they shake my hand? Can they answer a question? Do they know the basics?

Now, I do anywhere from 15 to 20 a week at Biller Genie, the B2B SaaS platforming company I cofounded five years ago. I have a lot of experience doing interviews, and that helps me a lot. I know what I’m looking for — I’m looking for that immediate click.

I’m aiming for a 6.5-minute interview

When I interview candidates, we’ve already screened their résumé, looked at their LinkedIn, and conducted a screening call. We know they have the basic skills needed for this job. So, when people come in to meet with me, I’m not looking for their ability. I’m looking for their desire and to see if they’re going to be a good cultural fit. Do we vibe? Do you understand what I’m asking you? Can you keep up?

We scheduled the interview for 15 minutes. I’m usually done in well under 10 minutes, so it’s about six minutes.

I usually ask three questions in succession. I’ll say, “This is going to be a quick first interview to get to know you and see if there’s a potential, mutual fit.”

First, I ask them about what they’ve done in the past and what they’re looking for. Some people will go on for 20 minutes about what they’ve done. I’m like, stop — just give me the most important things. Then I’ll ask them to describe their ideal role. I want everyone operating in their zone of genius. To do that, I need to know not just the role they want, but the day-to-day tasks they’re excited to do.

The last question is about what they know about Biller Genie. That one’s also important because often, people come in who have absolutely no idea what we do or how they would fit in.

I talk fast generally, but I talk a lot faster during interviews. We’re a fast-moving company and I’m looking for people who can keep up. Can you think on your feet? Can you give me concise answers? Can you get to the point? All of those things are important, and it might not be right for everybody, but that’s part of our culture.

First interviews are like first dates

The way I look at it is this: You’re going to be on your best behavior during the interview. It’s like a first date. You have all the makeup on, and your hair is all good. That’s how you are on the date, but that may not be who you are after that. I’m not going to know that, and you’re not going to show me that during the interview process. So if we seem like it’s a good fit, why not take a chance on each other and see what happens?

Sometimes it doesn’t work out, but I’m looking for that vibe check, and I’m generally pretty good at it.

The interview I just described is my first interview with someone. If it’s an executive-level role, they’re going to do more than one interview, and they’re probably going to do some shadowing and spend time with the rest of the team. If they’re managerial, they’re probably given two assessments.

Generally though, if they seem like they’re a good fit, I do a skills test and send them some type of assessment. For example, if the role is in support, we’re going to send them a demo, and they’ll have to review that product and tell us a little about it. We’re looking at how quickly they finish it and if they seem like they understand it.

I don’t have the resources for a lengthy interview process. We’re a small company. If you’re applying for a managerial or executive level position, I think that makes sense. Those people are going to be managing and leading people from day one.

In general, though, we get hundreds of job applicants, and usually, we can screen out at least 50% before they even speak to anybody. After the screening call, you’re left with such a small pool that you should be decisive enough to find those who seem to be a good fit.