It’s human nature to get away from pain as quickly as possible. 

As painful as it is to have an open role, it is even more painful to fill that role with a person who brings more pain. And that pain is most often delivered in the form of the Wrong Person in the Right Seat. 

Today we are going to discuss what this means and how to have the patience to work through finding the right person for the right seat. 

Guest Bio: 

Jeff Leitman is the Founder and CEO of Rocksteady Corp. Rocksteady specializes in the production of the Rocksteady Stadium speaker system, renowned for its high fidelity and connectivity, and is distributed across North America. Family, team members, and creating a positive and supportive work environment are the foundations of the organization.

As a hands-on CEO, Jeff prioritizes the development and empowerment of his team, partners, and vendors, fostering sustainable long-term relationships. 

Problem:  

• Right person = Aligns with company values, buys into the mission (value)

Finding the patience to hire the strongest person requires discipline. Especially when there is a dire need to remove the work from your plate. 

Challenge today?

• In a startup environment, how to define roles to fill first, and how to ensure that role is defined properly and filled with the right person.

Why is this important to the company?

Adding the right person is a force multiplier, and allows the company to grow at an accelerated pace.  Hiring the wrong person is the exact opposite, so be diligent.

Rick’s Nuggets:

• Skills-based hiring is transactional
  • Low perceived value

How do we solve the problem? 

1. Define the position in detail, and be sure the candidate hits all the “has-to-have” criteria.

Rick’s Nuggets:

• Strongest Person = 
  • Positioned well (desire) 

• Accurate Seat =
  • Capacity to do the work and grow

Key Takeaways that the Audience can plug into their business today! 

• Adding the right person is a force multiplier, and allows the company to grow at an accelerated pace.  Hiring the wrong person is the exact opposite, so be diligent.

Guest Links:

• LinkedIn:  Jeff Leitman

Host Links: 

• LinkedIn:  Rick Girard

Powered by Intertru 

Having a need often clouds reason. Especially when it comes to hiring and the interview process. There is work to be done and no one is doing it.

So you prioritize filling the gap with a warm body, rather than focusing on the right person in the right seat. How’s that been working out for you?? 

Short-cutting the interview process is never a good idea because when you do, It will most often bite you in the ass!

Guest Bio:

Bill Snyder is the CEO of digital health startup Vivante Health, the employee benefit for GI care. Bill works with Fortune 500 companies and large health plans, including Walmart and Cigna's Evernorth, to reduce GI-related healthcare costs. 

He secured a Series B fundraise in September 2023, which was led by high-profile VC firms Mercato Partners and Health Catalyst Capital. Bill’s success in various leadership roles has been a result of building strong teams and learning each day from those he is fortunate enough to work with.

Challenge today?

• Moving too fast on hiring and not following a detailed process leads to poor hiring. 
  • Anytime you negotiate against yourself it never works out well

Why is this important to the company?

• Culture is built by people at the company. 
  • Strong culture has been driven by the people

Rick’s Nuggets

• Set people up for success even if it is outside

How do we solve the problem? 

• Three things:
  • 1) Put process in place early 

Rick’s Nuggets

• Job description- focus on them (WIFM)

Key Takeaways that the Audience can plug into their business today! 

• Start the process early and adhere 

Guest Links:

• LinkedIn:  Bill Snyder

Host Links: 

• LinkedIn:  Rick Girard

This show is Powered by Intertru

People like to join small organizations because they are challenging and fun. There are few rules to follow and very little red tape. 

As the company grows, it becomes necessary to formalize business processes. With process comes rules and before you know it… Poof someone gets shot in the eye and the Nerf guns get taken away.

Some might view this as a good thing, but the high performers who built the business do not. Take away the fun and they will just go somewhere else.

Guest Bio:

Steven Freidkin is the Founder and CEO of Ntiva, Inc., a full-service technology firm offering managed IT services including cybersecurity, strategic consulting, cloud solutions, and business process automation. Founded in 2004, Ntiva now has over 450 employees who serve over 1400 clients. 

Steven is an active member of a multitude of boards and organizations including Young Presidents Organization (YPO). He is a big believer in purpose-driven organizations and leads Ntiva with this in mind.

Problem:

Challenge?

• The employee was shot in the eye

Why is this important to the company?

• The people team is to support and keep the company fun

• Care

Rick’s Nuggets

• People appreciate the small things much more than work

How do we solve the problem? 

• Existence is to grow people

• Stories become things talked about and create referrals

Rick’s Nuggets

• Retention is more important than compliance 

Key Takeaways that the Audience can plug into their business today! 

• Question every requirement- what are the other

Guest Links:

• LinkedIn:  Steven Freidkin

Host Links: 

• LinkedIn:  Rick Girard

This show is Powered by Intertru, Inc.

How do you change company culture when the values of the CEO evolve? 

We all understand that to grow as a company, people need to embrace change. Yet a lot of us fear change because it requires us to work on ourselves. Which is uncomfortable. 

But here is the truth, when you fear change the business will outgrow you and then change becomes inevitable!

Guest Bio: Jason Lippert, President & CEO of LCII

Jason has helped grow the company from $150 million in 2003 to over $5.1 billion  with over 12,000 team members world-wide.

Jason has initiated a cultural transformation within the company known as Everyone Matters. 

To stress a truly human culture in the business, he implemented a Culture and Leadership team who strives to grow the company’s team members through  coaching and working on personal and professional development.

 Problem:  

• Changing culture Story
  • Didn't realize there was a problem until he was enlightened by Bob Chapman's Ted Talk (Truly Human Leadership)

Challenge today?

• A lot of tenured people resisted
  • Produce good results, I don't need to change

• A lot more personal transformation
  • One person was in a bad place in her life and was contemplating suicide.

Why is this important to the company?

• Main driver 
  • He was working in a different space, running fast and hard

• Business Impact
  • More people decide to show up here tomorrow. Compelling to be here 

Rick’s Nuggets

• Core values are driven by the CEO 

How do we solve the problem? 

• Push into change
  • Required leaders to get evaluated behind core values

• 88% of people work for a company that feels that the company does not care about them
  • It made sense to execute on culture that has an immediate impact

• Surprised him
  • Winning more than before but impacting people in the community, people's lives

Rick’s Nuggets

• Make the commitment no matter how much resistance

Key Takeaways that the Audience can plug into their business today! 

• No matter how big, someone needs to own culture and leadership development. As serious as any other function of the business. Telling everyone that this is important to us

Guest Links:

• LinkedIn: Jason Lippert

Host Links:

• LinkedIn: Rick Girard

Follow the Hire Power Radio Show on LinkedIn. 

Guest referrals: [email protected]

Core values are powerful. But core values driven by purpose are unstoppable! Today we are going to take a deep dive into an entrepreneur who has built not one but two highly successful businesses by not just living core values but tying purpose and giving back into the daily routines of the company. 

And their results have been extraordinary!  

Our guest today:  Jay Wilkinson,  Founder of Firespring, Bloom Growth & Do More Good Movement

Firespring—a Nebraska-based Certified B Corporation featured by Inc. Magazine as one of the Top 50 Places to Work in America. 

His TEDx talk on company culture has more than 1 million views. Currently, Jay leads the Do More Good Movement —an organization he founded in 2018 to help save capitalism. 

Jay appears on CNN and other news outlets discussing the important role that purpose-driven companies play in the U.S. economy.  

Problem:

Story:

One person- volunteering wasn't their thing. Ended up parting ways

Volunteering creates an issue that you don't have someone's back as you defer work to another person. 

Challenge today?  Why is this difficult to do? 

Aside from core values- tied to their purpose statement. A major part of the company ethos.

• Candidates lie to themselves 

Core values (15 years)

• Bring it every day

Why is this important to the company?

Came from experience as a kid. Spending time volunteering and sharing the value with the people he works with. 

How it correlates to the business. Servant leadership mindset. They serve mostly non-profits. The could not serve their clients without walking the talk. 

Rick’s Nuggets

• Core values are how people naturally operate

How do we solve the problem? 

Let’s start with Interviewing for Purpose Alignment

• Interview question: Tell me about the last time you donated your time

Jay’s Formula:

Power of 3

• 1% topline revenue donated

Volunteer hours- paid time off during work

Uplifting community 

Quarterly conversations

• The manager asked for advice. Worked through the issue

Cover Anti-values- the act

• Talk about it

How to identify it in the interview

• Create dialog to get to know beyond the trite responses. 

The company is powered by purpose

Values hall of fame

Rick’s Nuggets

• You NEED to gain evidence that your purpose is important to them …. 

Key Takeaways that the Audience can plug into their business today!  - (Values from guest)

• Vet candidates for alignment with the company’s purpose and vision -- not just core values. People want (and need) to be part of something that’s bigger than themselves.

Guest Links:

LinkedIn: Jay Wilkinson

Companies: Firespring  Do More Good Bloom Growth

Host Links:

LinkedIn: Rick Girard

Company: Intertru

Book: Healing Career Wound

Follow the Hire Power Radio Show on LinkedIn to get the latest episode!

Being a startup entrepreneur is a struggle. 

As some of you know, I recently joined the ranks of a startup founder. In November we launched Intertru and boy, my world has moved to light speed to a totally new dimension. It has become ridiculously exciting!

But there is one huge challenge… maintaining operational discipline. 

My struggle comes from the need to put out fires and execute critical projects outside of my expertise. Making it difficult to stay disciplined in a workflow cadence that produces results.  

Today we are going to key in on 10 Disciplines that you can implement today in your life to produce consistent results to the benefit of your company growth!

Guest Bio:

Gino Wickman is the Author of Traction & founder of EOS Worldwide, an organization that helps tens of thousands of businesses implement EOS with the aid of an international team of almost 600 professional and certified EOS Implementers and online support. There are over 180,000 companies using the EOS tools worldwide.

Today Gino focuses on helping entrepreneurs and leaders maximize their freedom, creativity, and Impact through his books:

Entrepreneurial Leap, Rocket Fuel, The EOS Life, and The 10 Disciplines for Managing And Maximizing Your Energy.

TODAY WE DISCUSS:

• What are the 10 disciplines 

PROBLEM: 

• Discipline

• We are all balls of energy – some burn bright, some don’t

Challenge?

1. 10-year thinking

How do we solve the problem? 

1. 10-year thinking

• Shift your mind from short-term thinking, to thinking in 10-year timeframes

1. Say no…often

• Say no to everything that doesn’t fit in the first 5 disciplines

1. Prepare every night:

• Before your head hits the pillow every night, document the next day’s plan

1. Put everything in one place

• Pick the one place you will capture every idea, commitment, thought, action item and promise

Guest Links:

• LinkedIn: https://www.linkedin.com/in/ginowickman/

Host Links: 

• LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Show Sponsor:

• www.stridesearch.com

We all understand the concept of right person, right seat. But as the company grows the demands of each seat change. What is required from zero to $5 Million will most likely shift on your journey to $10 million in revenue. 

So hiring ahead of that curve becomes the biggest challenge. 

It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch. 

As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond.

Guest Bio:

Dean Stoecker is the co-founder and Executive Chairman of the Board. Dean founded Alteryx in 1997 and led the company as CEO through October 2020, achieving solid organic growth, and a successful IPO in March 2017.

Dean’s leadership and motivational skills, along with his ability to create, communicate, and realize a vision, were a driving force behind the company’s 20+ year success. 

Dean serves as advisor to entrepreneurs, is an active philanthropist, and is passionate about humanizing the world of data science and analytics, which is evident in the company’s culture, extensive resources for continued education, and efforts to influence social change.

TODAY WE DISCUSS

• Right person, right seat, right stage

PROBLEM:

• Preparation for changing out key employees at different levels
  • @ $10mil, $25mil, 

Challenge?

• Alignment between strategy & tactics

Why is this important to the company?

• People need to be rowing in the same direction

Rick’s Nuggets:

• All about Positioning

• Value alignment, builder, passion for the mission

SOLUTION:

How do we solve the problem? 

• Predicated on growth rates

• Team of 5 did a million in the first year

• Keep your 9’s

• Leadership is about how many leaders you create

• Andre Geim- “grazing shallow”

• Fall in love and go deep

Rick’s Nuggets:

• The first team

• It’s all about positioning

• Really desire what you are (ie: ground-level startup with no money)

Key Takeaways that the Audience can plug into their business today! (Value):

• Make sure you have a time that provides strategic and tactical alignment(first 6 years)

Guest Links:

• LinkedIn: https://www.linkedin.com/in/dean-stoecker/

Host Links: 

• LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Show Sponsor:

• www.stridesearch.com

Over the past few years talent has been scarce. And when talent is scarce, fear leads hiring decisions. We don't want to lose (what we perceive to be) “good people”, so we shortcut the interview process. 

Here's the thing, our perceptions are often wrong.  Our gut is often wrong. And it is wrong because the data we input is either assumed or circumstantial. Resulting in marginal hiring that hurts your business. 

So, what if every person that you hired thrived in your company? What would be the ROI if you operated at a hiring success rate over the 90th percentile? It would be pretty f-ing amazing, right?

A crucial part of why we get hiring wrong too often is that we don't invest the time to adequately vet people before we bring them in for an interview. This starts with your first call (phone screen). We miss the opportunity to gather true data as to whether a person is positioned well for the organization and their level of performance. 

That's right, positioning and performance.  The most crucial data that help you understand alignment before wasting anyone’s time in a formal interview process. 

Evidence that is not present on a resume. 

Guest Bio:

Payman Taei is the Founder of Visme, an all-in-one visual communication platform, and Co-Founder of Respona the link-building for SaaS and Agencies to improve google rankings. 

Payman is an avid technologist who loves new trends and tries to keep up with the ever-evolving internet. His background in Biology has led him to truly believe in the art of evolution. Everything changes in time. You either follow or create new trends or you will be left behind. 

TODAY WE DISCUSS:

• The challenges in today's pre-vetting of talent

HIRING STORY:

• Hired a marketing person, a person who was known. Went on a whim and made the hire without involving 

PROBLEM:

• Pre-vetting people before they come in for an interview

Challenge?

• 100’s of resumes. More does not mean better

Why is this important to the company?

• Made some bad hires

Rick’s Nuggets:

• Judgement should not be made on a resume but on the phone screen/Discovery Call.

• Great resumes don't equal great people

How do we solve the problem? 

• Pick the needle from the haystack

• The application itself

• Personality & brief technical experience

• Projects, role on projects

• Yes- move into reference check

Rick’s Nuggets:

• Operate from a position of abundance

• Positioning

• Does the person have a good reason to make a move

• High performers become passionate about what they have done

Key Takeaways that the Audience can plug into their business today! (Value):

• Eliminate the noise

Guest Links:

• LinkedIn: https://www.linkedin.com/in/paymantaei/

Host Links: 

• LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Show Sponsor:

• www.stridesearch.com

Let’s talk about building an advisory board.

I think we would all agree that having strong advisors and mentors in your corner brings huge benefits to every organization. Not just as sound advice in making business decisions but also providing introductions and bringing credibility to the business. 

So when is the right time to build your advisory board? As soon as you find the right people who will help. This means before you hire your first employees. 

Building an advisory board, much like building company values, is often an activity to do later. But guess what, later is too late!

It is like pouring a foundation after the house has been built. 

Investing the time to build a board before things get too crazy, is the smartest way to ensure that the decisions you make are solid enough to bring the business to it’s full potential.

Guest Bio:

Coco Brown is the Founder and CEO of The Athena Alliance. Athena has helped thousands of leaders grow and advance in their executive careers, and has brought over 400 women to corporate boards from growth stage private companies to name brand public companies. 

Coco has personally worked with hundreds of top leaders, CEOs and boards to evolve modern leadership. She’s served on ten commercial and non-profit boards and advisory boards, and has led two notable companies (Taos, acquired by IBM, and now Athena). 

She is part of Nasdaq's Governance Insights Council, and is often called on to share guidance to the evolving focus and breadth of responsibility within the Modern Boardroom.

TODAY WE DISCUSS:

• When to build your board of advisors

Challenge?

• Not having the right board in place when the company gets to funding

Why is this important to the company?

• If your are not thinking early about this, when funding comes you may not have a strong pool of potential independents for your board

Rick’s Nuggets

• Making decisions on your own, 
  • Gut without data

How do we solve the problem? 

• Mindset

• Close connections that best approximate the roles you will need to build

• Individual relationships

• Experts who are honest with you

• Mixed group

• Mimic your C-Suite to get ahead of where you are now

• Beyond your usual network

Rick’s Nuggets:

• Identify “Who”
  • Dream team

• Cold call or gain an introduction

Key Takeaways that the Audience can plug into their business today! (Value):

• Think beyond your internal team

Guest Links:

• LinkedIn: https://www.linkedin.com/in/cocobrown/

Host Links: 

• LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Show Sponsor:

• www.stridesearch.com

What are the common characteristics of every successful person at your company?

Think of those characteristics and write them down as standard operating procedures. This is critically important because when we operate under the same frequency, pace, and purpose… growth happens. But this can change instantly when a new person is added to the team. 

Too often we hastily add a person to the mix without understanding how they really operate on a daily basis. Assuming that they will be the answer to all of our current challenges because of the skills they are bringing to the table. 

There is nothing more critical to hiring success than aligning people first, and skills second. This means investing the time to dig deeper into your interview process. Understanding not just what a person accomplished but the details of exactly how it was done and why it was approached in that manner.

Guest Bio: 

Allan Jones is at the helm of Bambee, a new type of business built on the innovative premise that every small business should have a dedicated HR Manager. This concept was derived from Jones’ previous experiences working with—and growing up around—small business owners.

In 2021, Goldman Sachs celebrated Allan Jones as one of the 100 Most Intriguing Entrepreneurs at its Builders + Innovators Summit. For three years running, Forbes has named Bambee a top startup employer in the U.S., and in 2022 it announced Bambee as a Top 5 Company in Los Angeles.

TODAY WE DISCUSS

• Understanding your company's unique characteristics

Challenge?

• Getting people who fit a special suite of characteristics

• Infinite characteristics that are valuable

• Mastery of communication

• Hired leader that doesn't fit,

Why is this important to the company?

• Looking at blemishes before celebrating wins

• Continuous loop of how can we be better

• 200+ employees 

Rick’s Nuggets:

• How people operate within your company

How do we solve the problem? 

• Identify that the problem exists

• Building leadership personas

•  He is not the only sign-off anymore. 

• Hiring committees 

• Cliff notes version of who you are personally & professionally

• Problems would be solved by our next hire

• From savior to draft pick

Rick’s Nuggets:

• Values drive characteristics

Key Takeaways that the Audience can plug into their business today! (Value):

• Offsite with sr leadership & build leadership personas’

Guest Links:

• LinkedIn: https://www.linkedin.com/in/allandjones/

Host Links: 

• LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Show Sponsor:

• www.stridesearch.com