Pivot2First

Let’s paint a picture. It is 1995, and email is just starting to be used within the workforce. On Sunday, you run a job ad in the local paper. When you come into work on Monday, you have a line of curled resumes attached to the fax machine. You and your team of 4 recruiters must take the time to sort and scan all the resumes sent. Throughout the week, you get resumes sent in the mail, and by Friday, you have successfully sorted through almost all your resumes. Now you and your team have to write an acknowledgment to all the candidates. At this point, you and your team of recruiters have invested 140 hours into sorting resumes. Now, fast forward to the present. The Recruiting industry has changed to using online job boards and online resumes. One thing that has not changed is how long candidates have to wait. According to SHRM, candidates have an average wait time of 21 days before they hear from a recruiter.

Candidates want to hear something from recruiters instead of feeling like they are stuck in the job board black hole. While 72% of recruiters’ time is spent reviewing resumes, candidates are still not hearing anything. Using bots to optimize your candidates’ experience is a very underrated tool. Using bots to send them an instant thank you for applying response would improve candidate experience significantly.

In the recruiting process, everyone is cranky. Job seekers are tired of hearing no responses and want more information. Recruiters have so much work on their plate they are very overwhelmed. Hiring managers are upset because they needed to make the hire yesterday.

At PivotCX, we have a fantastic opportunity to focus on engagement throughout this process. We now have the ability to use multiple channels to reach out to candidates fast. We can message them at the right place at the right time. We can do this in a scalable way while at the same time making it more personable. People no longer live on email.

On average, for every two job openings, there is one candidate. Candidates now have a choice. You need to be fast to hire the best candidate. To keep up, you need to message them on their terms, on the platform they use, which is text.

Candidates want a white glove experience, including giving them an instant thank you for applying and setting expectations. This type of experience can help increase the chances a candidate will engage and not ghost. You can use chatbots to handle the high volumes of candidates, but this can’t replace human-to-human interaction. Recruiting is a relationship-building process, and building one with a chatbot is very hard. When using a chatbot, PivotCX still maintains a human in the loop.

Pivot has hired HR technology industry expert, David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.

Bernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and soon after as an early adopter, implementer, and leader in the HR technology. Among his career highlights is implementing global technology platforms for Fortune 500 companies such as Hitachi, as well as serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently serving as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.

Special Guest: David Bernstein .

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

Job descriptions are not job ads and job ads are not job descriptions. Descriptions are straightforward. They show the functions of the job, requirements and what the "perfect" candidate looks like. However, it doesn't do anything to attract candidates. On the other hand, a job ad sells candidates. In a way, you have to have a marketing mentality in recruiting. In this hypercompetitive, candidate-market, job ads are more important than ever. If your ad fails to sell the candidate on the opportunity, get them to click it and apply, it doesn't matter where you place the ad or how much money you spend, you’ll lose the vast majority of great candidates.

Job ads have 2 audiences: The job seeker (we're trying to get them to click on the job post and apply) and the job board search engine (we want the search engine to index the ad and show it to as many job applicants as possible).

Start from the end; keep the goal in mind. Too many recruiters think they have a gut feeling about what a budget should be. Take a look at your recruiting funnel and analyze it, from hire to applies.

How many hires do you want to make? Think about how many people you need to interview to make those hires. How many people should apply to get the number of qualified candidates you need to interview? Finally, Indeed doesn't sell you applies, they sell you clicks. How many clicks do you need to get a certain number of people to apply?

Get in touch with Indeed, whoever is your account manager, and see who is spending what across all your accounts. Go over the past 3-6 months: see how much you’ve spent and how many candidates you’ve received.

How do I get control of managers posting jobs without going through the company account?

Having a recruiting agency working with Indeed on behalf of clients allows the client to gain an inside scoop on what the going bid price is, what the competitive bids are, make accurate spending budget calculations instead of going by what is comfortable, which is usually either way too low or too high. This insight allows clients to be realistic about the real cost of advertising on a job board.

CPA vs CPC. PCA or cost per apply, and CPC, cost per click. Indeed only lets you bid on clicks but the actual apply number shows how effective your job ads are. Ads are bid on a CPC basis, but the CPA is what you, as a recruiter, should worry about because it will tell you how effective your budget is.

Sponsored ads - show higher on the feed. More budget allows for higher bids. If you’re bidding above $200-$300 then you simply don’t have a job market.

Organic is free traffic, so always make sure you have organic going.

Don’t duplicate jobs or you will lose organic traffic; there can only be one source of truth on Indeed, but they will always take your money for sponsored ads.

Don’t do that if you’re sponsoring positions. It takes time for jobs to find their CPC bid and budgets to work themselves out. If you refresh jobs, you’re losing data that the job has been working to build up. Leave sponsored jobs alone but refresh organic jobs about once a month. If you refresh too often, Indeed's quality team will flag those jobs and they might not get as much traffic.

“If I don't put a salary on a job, the candidate won't have expectations and it'll be easier on recruiting.”

There’ll always be employers that pay more and those that pay less than the competition, you can always use a pay range even though it might be skewed to one end or the other.

Every instance you look at your own positions, Indeed believes you’re job seekers thinking about applying for the job. Since you’re constantly visiting the job post but not applying to it, Indeed may assume it’s a bad job and work to not show it as often in the future.

Pro-Tip: If you want to look at the jobs for a company, instead of using the normal search bar, go to Company Reviews at the top, look for your company, and go to your company page. There you can take a look at a full list of your job openings and see which ones are getting organic visibility.

Native apply will get a candidate into your funnel fastest. Job seekers don’t have to create separate accounts for each company they want to apply to, as they would if they applied from a company’s career website.

Keywords always help. If you’re with an agency, ask for a market report for your jobs and that will include a keyword report with the most search terms.

Whereas a candidate might be looking to get a job within a week or a month, according to a new Talroo report, the average time to fill an entry level position is around 44 days. Candidates, however, are not waiting 44 days to get hired.

The job market will continue to be hyper-competitive and 44 days to hire is not sustainable. While the average cost per hire is $670, that doesn’t seem to account for the opportunity cost of being short-staffed and missing orders, job advertising, or staff-hours spent interviewing. On the other hand, 90% of candidates take the first job they are offered. How do you win in recruiting? You learn to go fast, reduce friction and streamline the hiring funnel so you can pick first.

Favorite Business book: Stephen Covey’s 7 Habits of Highly Effective People

Favorite Movie: Lord of the Rings Trilogy

Final Thoughts: Good recruiting is relational, not transactional; it's a conversation.

Special Guest: Dominic Antonio.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

Ramping up service-based businesses is relatively quick, but you must ensure you provide an excellent service. Athin helps business entrepreneurs manage whether they need to adapt their model to be more sustainable (e.g., recurrent revenue vs. one-off jobs or changing their marketing and sales strategies).

“People buy from People” and how you position yourself and your brand affects prospective clients’ decision to do business with you. Someone will buy based on trust and connection if there are a few options with similar offerings. It’s very compelling to understand and utilize these methods when running your business.

We get distracted very easily. Gone are the days when you could cold-mail people or just ask them to buy from you. It takes more for people to trust a business and several touchpoints before they’ll buy from you.

It’s what’s between your ears that will determine your success. People sometimes have beliefs that are holding them back. Understanding yet questioning those beliefs can unlock your ability to succeed.

A great explanation of this is by Robert Kiyosaki in his book “Rich Dad, Poor Dad.” In it, Kiyosaki speaks of how many of our parents taught us that money is the root of all evil; however, the flip side argues that not having money creates a lack of freedom. Putting a proverbial mirror on yourself to uncover limiting beliefs and updating your actions takes effort and happens over time. It’s easier for someone from the outside (a mentor or coach) to help uncover and help change business direction. This shift in beliefs changed Athin’s life exponentially.

In the US, people are slowing growth. It’s just hard to hire right now. What are the biggest challenges in Australia?

To fill openings, you might have to rethink what makes someone qualified. You can’t wait 60 days to make a hire. Employers must quickly decide if someone is a good fit for the role and the team culture.

Favorite book: Think and Grow Rich by Napoleon Hill (Fundamentals of business mindset, being curious and delving deeper to set yourself up for success).

Favorite movies: Jim Carrey’s Ace Ventura and Eddie Murphy’s Beverly Hills Cop series. (Having a good laugh and being different, being yourself; it’s a key lesson).

Final thoughts: Big lesson in business and in life: be yourself; it doesn’t work if you try to be someone else. Whatever you’re doing (business or otherwise, always have a mindset for growth. If we’re not growing we’re dying. Put yourself in uncomfortable situations, and learn new things. Think whether getting a coach and mentor to learn to do things better would be beneficial. Time is the only resource we really have and learning from someone can cut down on the time needed to succeed.

Special Guest: Athin Cassiotis.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

Why do things change in our brain? Mindsets, belief, subconscious and more are all woven into the framework of neuroplasticity. It helps us understand how our brain changes.

People really reflected on what values they really believed in and if they still held true for themselves. People know fairly fast what matters and what doesn’t and are able to cut through the “crap” much more quickly. Businesses realize they are not who they used to be.

People are wanting to work from home more. It’s a hard change to navigate to come back to the office. Businesses are wondering how to create a connection between remote workers. People will get their jobs done when you trust them to do it.

Lindsay believes in seeing the business as a person too. It comes from the definition of a corporation. In marketing and branding, if a company’s brand is off, then the mental wellness is also off. Seeing it as a person helps with brand because you realize there is a reputation and relationship it has with other companies, other people. A lot of what people say about companies isn’t always grounded in reality. Outcoming generations can feel that their identity is tied to the business, whereas incoming generations feel that they are the ones who determine the business identity separately from their personal identity.

First and foremost, ask the people. Ask them how they feel, and what they think. Sit down with each member of the team and ask them what they think: those conversations will tell you where to improve. Remember that you hire people to be better than you are at doing their job. Trust your people.

Fall on your sword. Own up. Hold yourself accountable. A leader owns up to his mistakes. Is my ego getting in the way of us achieving something?

How to bring about change when people aren’t in alignmnet?

Favorite business book: Necessary Endings (Dr. Henry Cloud), Traction (Gino Wickman).

Take some time to stop and reflect on whether our daily actions reflect our values. If they do, “cheers!” But if we notice our actions are not aligned with our values, let’s get curious and dig in on how do we get there and what our values actually are.

Special Guest: Lindsay Harle-Kadatz.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

PEOs (Professional Employer Organization) are outsourcing firms that provide services to smaller businesses. They enter a co-employment agreement with their clients and become the employer of record (EoR) for tax purposes. Typically, PEOs offerings may include human resource consulting, payroll processing, employer payroll tax filing, benefits administration, recruiting and hiring, regulatory compliance assistance, training, and development. 

Although people think of outsourcing accounting as a business function, many don’t connect the dots about outsourcing HR. Using PEOs enables small companies to focus on building their product and growing their company without allocating additional resources to HR tasks.  It becomes pretty simple and can save a lot of time. Many entrepreneurs don’t think that they only have so many hours in a week to put into work.  How many of the things that a PEO does are going to give you, if you do them yourself and you do them very well, will provide a business any advantage over what a PEO can do? I’m not sure there are many. 

There’s a profile of people who think they have to know the ins and outs of their business. The hardest thing to get some business owners, especially some new entrepreneurs, to realize is that they should use PEOs to free up their time and energy instead of holding onto HR tasks until they’ve mastered every aspect before giving any away.

"A quick story, we worked with another HR tech going in scale-up mode. Their team comprised HR professionals, and they knew how to do the job themselves because they had done it before but realized from the beginning 'if we’re gonna grow and scale and positively answer to our investors, we need to give this up.' The team started with us when they were just three cofounders; they hadn’t hired anyone yet but wanted to have the benefits piece in place for when they recruited and onboarded that first person.

When you have that personality where you want to know and control everything, you have to be challenged to let it go to be successful.”

The first challenge is finding people. Once they find them, the second challenge is differentiating themselves from competitors.

“What will stop that person you brought on six months ago, especially in today’s market, from getting an offer from a competitor for $15000 more. What will stop someone on your team from taking $15000 a year more? If someone hasn’t proactively thought about what besides compensation is gonna keep that person here, and they haven’t done anything about it. I think it’s going to be a big challenge for them.”

Solving this issue has a lot to do with culture fit and being part of the future strategy. Dealing people in on stock options when possible and appropriate. Having buy-in regarding the company’s values, mission, and vision and including them in the decision-making process. Listening to people and getting their feedback (some of the best ideas come from feedback)

It’s also vital to consider ideas and act on them; otherwise, it negatively impacts the culture. 

That person was hard to find before the pandemic, and it’s even harder to find now. We hear about that struggle with most of our clients. 

In essence, there are two parts to this. The first is finding talent and being able to attract it. Secondly, companies have to work hard to retain talent. Companies that usually offer 2-5% raises to their employees in this tight labor market have to do 4-7 or 4-8% increases to be competitive. “But you have to do what you can afford as a small company. So half is trying to keep the talent you already have in addition to recruiting and growing.”

Dawn has over a decade of experience in the PEO industry, providing administrative, operational, and strategic human resource guidance to small- and mid-sized companies. She has served in a Senior Director capacity, overseeing human resource, client service, benefits administration, and payroll administration functions within a PEO. She was also instrumental in both strategic planning and tactical execution to achieve the strategic goals.

Transformational Book: Entrepreneurial Operating System (EOS) and related books

Favorite Movie:  first “Point Blank”

Dawn's LinkedIn: https://www.linkedin.com/in/dawn-lively-she-her-hers-9558b08/ 

Prior to working at FullStack as VP Business Development, Daniel's background includes coaching entrepreneurial leaders and mission-driven organizations. While completing his MA in Global Leadership, Daniel founded Sycamore Way, a startup focused on developing tangible skills for leaders and organizations to be talent development cultures. He hosts the “Savage to Sage”, a podcast exploring the evolution of entrepreneurs through the crucible of starting and growing companies.

Transformational Book:  “At your best” by Carey Nieuwhof

Favorite Movie: “Dead Poets Society”

Kyle’s LinkedIn: https://www.linkedin.com/in/danielfullerindy/

Podcast: "Savage to Sage" explores the evolutionary journey of entrepreneurs and founders. https://www.savagetosage.com/ 

Mike's LinkedIn: https://www.linkedin.com/in/indymike/ 

Pivot2First Podcast: https://pivot2first.com/

PivotCX: https://pivotcx.io

Special Guests: Daniel Fuller and Dawn Lively.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

Although it's good that we've optimized and focused on efficiency, innovation, and technology, we've lost our way a little bit in the age of technology. Streamlining, operational efficiencies, labor operations, labor efficiency optimization, and bringing people back into the equation is not an all or nothing game. It can all happen together at the same time. While we focus on optimization and efficiency, we should simultaneously focus on the people who make all that happen. Something operators/C-level execs forget is that employment and sales are relationship-driven. They get the sales and marketing piece right, but the HR piece wrong. Approaching employment and hiring with a relationship-driven mindset starts with the people in Hiring management positions (whether they're C-suite, executive/director level) focusing on creating a specific culture or product to solve a problem.

By bringing thought leaders, people with different levels of emotional intelligence, and others committed to giving workers a good experience, we can create initiatives that support that goal.

Happy employees create happy customer experiences. When you focus on building a happy employee experience and giving them an environment that allows them to be more productive, where they want to get to know the product better, and where they want to make the customer experience exceptional, you don't have to think about the bottom line because it positively unfolds for you.

It's a myth that "if you pay people right and give them good benefits, they'll stay forever," people want more than that. 58% of Americans who are eligible to work are hourly. There's much vulnerability based on pay, benefits eligibility, being full-time vs. part-time. The truth is that employee engagement is not just about Pay and Benefits.

At Legion we think of The four pillars of Employee Engagement:

When employees feel connected to the bigger, they feel connected and grounded to the purpose and mission of the organization. Having tools for frontline communication with employees makes a huge difference in the way they connect with the purpose and mission of the organization. An engaged workforce will do a better job. They'll be happier and more likely to stay than to churn.

Sometimes companies aren't clear on who they are. They sell blue skies because that's what they want from the company, but it's essential to be super transparent about where you are today and what you want your future state to look like.

Sometimes companies, hiring managers, and people assigned to recruiting, are not hiring for diversity of thought. They aren't hiring people different from them, who think differently, who have other priorities. Bringing people onto a team who present and represent different ways of thinking and priorities creates a more comprehensive team environment. In this kind of environment where ideas are challenged, individuals have more growth opportunities. When we think about what we're expecting from candidates, there's an imbalance in expectations and what's reasonable. We shouldn't bring just anyone, but there's a way we can think about candidates differently, getting a little bit more humanity to the interview process.

The way we interview has changed. Instead of asking the same questions from a candidate over and over, having candidates can go through the PivotCX process to screen them for the basic qualifications of the role. Hiring managers can then focus on asking challenging questions to figure out if a candidate is a good fit for the job.

Not having peer interviews is also a big issue. Knowing how a new team member will interact with the group is absolutely critical. The reason people stay even when you see manager turnover is because they love their peers and the group of friends they've made at work. If we know 50% is employer-controlled (the way we expect people to work) and the other 50% is whom we are working with, then we should place our intention and energy into listening to peer feedback. Involving peers and giving them the psychological safety of expressing their opinions when deciding who to hire will strengthen the bond between the employees, other stakeholders, and the organization.

Traci is a self-starter and entrepreneur with a passion for people, strategy, and innovation. She is host of one of the most interesting HR-focused podcasts: “Bringing the Human back to Human Resources.” She has been an HR Manager, Trainer, and Director of HR and is now Director of Employee Engagement for Legion Technologies, an AI-powered workforce management company with a mission to turn hourly jobs into good jobs.

Book that changed your life: Catcher in the Rye by J.D. Salinger (reading it in high school allowed me to find my own power and know it's okay to be exactly who you are), the Nightingale by Kristen Hanna (Historical fiction novel set in France WWII. It awoke my spirit and soul).

Favorite Saying: "Every problem has a solution."

Your favorite movie: the Harry Potter series (growing up before the films came out was great!)

Final Thoughts: I appreciate you listening at talking about all the things that make me excited and passionate about HR. Let’s continue to talk about why bringing humans back into business is a great mission to have.

Traci’s LinkedIn: https://www.linkedin.com/in/HRTraci

Podcast: Bringing the Human back to Human Resources

https://hrtraci.com/

https://www.linkedin.com/in/indymike/

https://pivotcx.io

Special Guest: Traci Chernoff.

There are a lot of people who still manage people with 40-year-old processes. Examples range from attendance policies to recruiting. However, the world is speeding up, and the expectations of our employees, applicants, candidates, and hiring processes need to get faster. Speed wins in recruiting, every time. Even if an employer comes out with a great job, but there’s a prolonged part of the process, or there are people who halt progress, it makes it hard to hire great people.

Policies and culture can also be stuck in the past. Instead of flyers in the breakroom or 50-page handbooks, people want to access information on-demand from their devices. Moreover, today’s employees want a company with a social media presence they can be proud of, inclusive, and willing to change, listen, and confront issues society-at-large faces these days.

Another issue companies face is a low application completion rate and even HR resistance to change for fear of not being compliant. Applying for a job should be as easy as buying something online. Most of the time, today’s applicants are willing to invest more time in a lengthy application only if they have built some rapport with a business. 1-click applications help counteract this issue. All HR needs to start the recruiting process is an applicant’s resume, and applicants can fill out an extended application after the first phone screen or an onsite interview. 

In business, we talk a lot about sales and customer experience funnels. It’s the same in recruiting; it’s a funnel and an experience. The product is your company, and you’re trying to get someone to buy into it. It’s the same KPIs as sales, skewed slightly for HR. 

Candidate Experience: Can a candidate apply easily and go through the hiring process smoothly? Having a fast candidate experience is a competitive edge. You’ll win the war for talent if you can do this regularly.

Kyle Roed is the Vice President of Global HR at CPM Companies, Cofounder of DisruptHR, and host of the “Rebel Human Resources” podcast. He fell into HR and fell in love with everything about people practices. In his almost 20 years in HR, he’s discovered that things in HR are ripe for innovation and has sought to challenge the way the HR community thinks about the world of work. 

Transformational Book: In a professional context, Good to Great; has been a true north since college. 

Favorite Movie: Shawshank Redemption; it’s a great story of triumph.

Rebel HR Podcast: Everything innovation in the people space www.rebelhumanresources.com

Kyle’s LinkedIn: https://www.linkedin.com/in/kyle-roed/

PivotCX provides a recruitment communication platform to engage job candidates with recruiters instantly. PivotCX is the first conversational recruitment platform that instantly connects job seekers with recruiters and hiring managers via SMS texting and voice calling.

Mike Seidle leads the PivotCX team as Chief Operating Officer, Chief Development Officer and Co-founder.

Mike's LinkedIn: https://www.linkedin.com/in/indymike/

PivotCX Website: https://pivotcx.io

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

After the Great Resignation, employers have to rethink their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles.

Mike and James tackle the following questions:

The truth of the matter is that it’s never just one problem. Still, to diagnose what is going on, CEOs have to look internally and understand what drives their workforce, what is making them stay or leave, and what their experience is like from the moment they apply through their engagement lifecycle with the company.

2. What can companies do to improve their “candidate flow” issues and how can they get more qualified applicants?

3. How do you tell a candidate flow problem vs a time to offer problem?

About James:

*Transformative Book in James’ business journey: * Brand Sense by Martin Lindstrom because it’s the book that got him into marketing. It was given to him at a conference. It dives into how marketers and branders use all the senses available to get people to buy into their company.

Learn more about Mike and PivotCX:

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning for more than the CEO and employee retention are key to solving companies’ hiring problems.

Millennials and Gen Zs are looking for specific things they want from a company. They want training and mentorship, and it spills over to older generations. At all levels of an organization and across generations, people need to communicate effectively, ask for help, and understand their people’s needs and where the gaps are.

They don’t have a recruiting plan; they wing it. They don’t have a recruiting plan; they wing it. To turn recruiting into a competitive advantage, companies should not only look at succession planning for the CEO, but as an organizational plan. When someone is promoted or leaves a year from now, we have to promote, train, grow from within, or recruit. It takes 3 -12 months to find a great candidate. Younger workers want to experience growth and mentorship throughout their career so the regular “ladder model” doesn’t work anymore; additional lateral moves with increased responsibility might be a more effective approach.

It should be standard practice to look at the pipeline of people. According to some studies, 85% of jobs that will exist in 2030 don’t exist yet. New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve.

Jon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website jondwoskin.com. His Podcast “THINK Business Live” provides content daily to help clients and entrepreneurs get unstuck. Bringing best-of-class guests from all over the country, he shares what they do and how they get their people unstuck, from sales to the C-suite from solopreneurs to Fortune 500 companies.  He interviewed Mike on March 1, 2021.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters

In addition to podcast hosting, Ton Dobbe is the author of The Remarkable Effect and a SaaS Strategy consultant. Mike appeared on Ton’s podcast Tech Entrepreneur on a Mission Season 4, Ep. 163 published 4/26/2021. This time around, Mike hosts Ton.

For Ton, starting his podcast goes hand in hand with establishing his own consultancy. He wanted to learn how to build a remarkable software business from successful entrepreneurs. His desire to learn from the best soon became a flow and after 60 -70 episodes someone encouraged him to write a book discussing and distilling all the wisdom enshrined in the podcast.

In this episode, Mike and Ton talk about:

Finding the right talent for the right role at the right time, having a clear vision with buy-in from everyone involved, as well as adding value for your customers – solving their needs and problems – can lead a struggling or plateaued company to sustained success.

Sponsored By:

• PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters