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Priorities for Growth | Middle Market Thought Leader

Most small companies stay small, most big companies grow slowly -- the middle market is where growth resides. We explore and dissect the unique business priorities and challenges faced by middle market business owners and leaders.
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Priorities for Growth | Middle Market Thought Leader
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Now displaying: 2017
Sep 1, 2017

Join us when Lee Mandel, CEO, Intralogic Solutions Inc. explains how integration capabilities and IT knowledge have empowered his company to marry traditional alarm systems with IT networks and software opening the door to a new chapter of growth. 

 

Aug 28, 2017

How do you make a great hire?

Spalding:  The first thing we do is we look at our best people in each of our areas, right. So, our best technologists, what are the characteristics that make them really good? Who are our best sales people? What are the characteristics that make them really good? Right. And there might be some obvious things like, hey, they're very responsive to the customer, they present well, right, there's an experience there, there's a knowledge, they think strategically long-term. But, we try to capture those in a profile, and then we benchmark that against any candidate coming in.

And we do that through a few ways, we do that through some testing that we do around different profiles, and so forth to match it up, kind of customize testing against our profiles. We also do that during the interview process. So, we tend to have, we get accused of hiring slow sometimes because we really believe that we want to have a variety of different people interview the candidate. And then, frankly, we want the candidate to get a really good sense of what is Peak 10 all about. What is our DNA? What makes us tick? Because no one wants to have that meeting six months down the road and say, "Hey, you're really not a good fit here." or, "Gee, this isn't the right company to be at."

So, we try to minimize all of that by sharing as much as we can right up front. How we operate, how we think about our customers, how we do things internally, what we expect, etc. It's a little bit of a longer process than perhaps most, but at the end of the day we have to bring in the highest quality talent we possibly can to, you know, to match what we're doing for our customers, and that's being an extension of their business.

So, those are some of the things we do. And tactically where we serve in markets, we're very community-oriented, we build relationships with the local technology schools. So, we're able to do some internships, and we're able to get some early views on potential, strong candidates, and they get a little more experience in the technology and service provider world and see if there's a match. So, we're doing some of that as we continue to get larger and be more innovative around that.

Aug 21, 2017

How do you make a great hire?

Matt Calkins: In order to make a great hire there are a couple of steps. One is finding and motivating the potential employee to work with you. And I don't want to focus on that, because I think it's relatively obvious how you do that. You raise your profile, you meet people, you work the channel, you ask your employees for contacts, those things are pretty well known.

I think I'll instead focus on how you select the individual that you want to hire. How do you know who you should bring on? Here's what I look for. It's my formula.

I look for people who have a great deal of talent. And you can tell that by talking with them, exploring the things they care about, looking at their resume, looking at their job trajectory. All that will give you a sense of their talent. It's relatively easy to tell that compared to the other things you have to detect.

Second, you want to be sure that they are a good fit with your culture. In Appian's case we look for people who are harmonious with each other, generous with their time, rally around a goal, and positive energy.

Third, you look for people who are habitually successful. The things that they do, and I don't necessarily mean jobs, I mean their hobbies. I mean whatever they've chosen to put their time into, are they successful? Can you see not just the expenditure of time but the achievement with it? I love to ask people about their hobbies, about their interests. And see how well they've explored that interest and whether they've done anything with their time on that.

So you could see it in their jobs if that's what they're focused on, you see it in a hobby. But I'm looking for people who have a habit of excellence, who have a tradition of it, who exude so much excellence, it just comes out in every direction. And wherever they touch something they want to make it better, they want to create something great.

So I'm looking for this habit of excellence. Those are my three things, talent, culture fit, and a habit of excellence.

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