Talent Wins

Kevin Donnelly is the Founder of Freedom Point Advisors, a company that helps business owners gain control over their operations and achieve true entrepreneurial freedom. A seasoned entrepreneur with over 30 years of experience, Kevin has built and sold two highly successful technology services businesses, including Speed Wire, which he scaled to $50 million in revenue and a team of 600 employees. His extensive experience and innovative approach make him a sought-after advisor in the technology and business services industry.

Transforming a small company into a nationwide powerhouse with multimillion-dollar revenue requires a growth-oriented and entrepreneurial mindset. What are the specific strategies behind such explosive growth? The answer can be found in the compelling journey of a business leader who has excelled at assembling and leading high-performing teams.

By focusing on his four-pronged strategy, known as the "Four Freedom Factors," Kevin Donnelly scales his businesses effectively. These factors — talent, operating systems, numbers, and a sellability strategy — became the foundation for his ventures. Kevin emphasizes hiring the right talent as the first and most crucial step, implementing the Topgrading system to ensure he recruits top performers who fit the company culture. This focus on talent is complemented by a robust operating system and financial acumen, allowing Kevin to manage growth effectively and evaluate the business's value beyond profitability. 

In this episode of the Talent Wins podcast, Chris Mursau chats with Kevin Donnelly, Founder of Freedom Point Advisors, about building thriving businesses and high-performing teams. Kevin delves into the intricacies of hiring practices and managing teams, the essentials of scaling a brand, and the significance of a strategic framework for business operations. Tune in to learn how to create an environment where employees thrive and the company culture attracts top-tier talent.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Kevin Donnelly: LinkedIn | Website
• Freedom Point Advisors
• Entrepreneurs' Organization
• Mastering the Rockefeller Habits: What You Must Do to Increase the Value of Your Growing Firm by Verne Harnish
• The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael E. Gerber
• Built to Sell: Creating a Business That Can Thrive Without You by John Warrillow

Quotable Moments:

• "People start their companies in search of freedom but often become victims of their own success." 
• "The critical nature of having accurate monthly financials delivered timely is running the business by the numbers."
• "The most important thing around culture is building a culture of execution." 
• "Everybody wants to be on a winning team.”
• "You don't put your toe in the water with Topgrading; you got to dive into the pool.”

Action Steps: 

1. Develop a solid hiring framework: Implement a structured hiring process, such as the Topgrading method, to ensure you consistently select high-performing individuals who fit your organizational culture. This addresses the challenge of making bad hires by emphasizing thorough interviews and competency assessments, ultimately leading to better team performance and reduced turnover.
2. Focus on building an A-Player culture: Foster an environment where high performance is the norm and non-performing members are swiftly addressed. This not only creates a sense of accountability but also attracts top talent who want to be part of a winning team, enhancing overall productivity and morale.
3. Create a comprehensive onboarding program: Invest in a robust onboarding process that includes both cultural immersion and role-specific training. This helps new employees feel welcomed and prepared, reducing early turnover and setting them up for long-term success.
4. Leverage a robust digital presence: Ensure your company's online presence, particularly the careers page, is inviting and reflects your organizational values. A modern and appealing digital presence can attract high-quality candidates who are a good cultural fit, addressing the challenge of attracting top talent in a competitive market.
5. Evaluate and adapt your operating system: Utilize established frameworks like the Rockefeller Habits or EOS to maintain alignment, accountability, and execution within your organization. This proactive approach helps manage business growth effectively by ensuring that operations are streamlined and scalable.

Julia Ferry is the Director of Talent Acquisition at Helios Service Partners, a industry leader in multisite mechanical services specializing in HVAC-R for top national brands. With over a decade of experience in recruiting, she has played a key role in evolving Helios' hiring processes, successfully managing the hiring of hundreds of technicians across 42 states. Before joining Helios, she led recruitment efforts at companies like Agility Recovery and Service Experts Heating & Air Conditioning, as well as at Savannah College of Art and Design. Julia holds an MBA from the University of Phoenix and has earned certifications in nonverbal communication and interviewing techniques. Her background reflects a strategic approach to building talent pipelines and optimizing recruitment processes. 

When it comes to assembling remarkable teams, does the demand for top talent dictate the pace and rigor of your hiring process? Finding the right balance between speed and intentionality can be the difference between mediocrity and excellence. What if the hiring process could evolve to enable quick hires while identifying exceptional talents destined to drive success?

Having achieved an 80% hiring rate in a high-demand trade industry, Julia Ferry dives into Helios Service Partner’s intentional approach to recruitment. With 862 roles filled within a year and a high acceptance ratio of 697-to-862, Helios has raised the bar, demanding more from candidates and the recruiters who scout them. Central to this transformation is the drive to hire A-Players—individuals with the right attitude and work ethic. Julia explores the company's "Torque Method," a robust reference-checking process designed to promote candidate honesty. To navigate the challenging yet rewarding world of talent acquisition, Julia recommends agility: be genuine, trust your instincts, and embrace technology to keep pace in the race for talent. 

In this episode of Talent Wins, Chris Mursau chats with Julia Ferry, Director of Talent Acquisition at Helios Service Partners, about transforming hiring processes and team building. Julia discusses the evolution of her team’s hiring processes, the necessity of rigor and speed in today's hiring landscape, the essential factor of 'street cred' for recruiters, and how to improve attitude and work ethic across the organization. Tune in for the behind-the-scenes of staffing a leading service provider.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Julia Ferry on LinkedIn
• Helios Service Partners: Website | LinkedIn

Quotable Moments:

• "I trust you. I wouldn't have hired you if I didn't trust you. That's the ticket."
• "When you hire an A-player, you don't hear 'I can't' or 'I won't'; you hear solutions."
• "A-players will always find something more to do and give more back to the organization."
• "Get curious and constantly ask why. If something feels fishy about an answer, find out more."
• "Use the power of technology and reach people how they need to be reached; know your audience."

Action Steps:

1. Establish a two-tiered interview process that assesses candidates for core attributes and delves into technical expertise: This approach efficiently filters candidates who fit the company's culture before investing in detailed technical evaluations.
2. Implement the 'torque technique' to encourage transparency during interviews: The technique serves as a truth motivator, ensuring candidates' honesty and validating their suitability for the role throughout the process.
3. Trust your team's competence and empower them with responsibility: Trusting your hires promotes initiative and accountability, essential traits of A-players.
4. Have recruiters earn ‘street cred’ with hiring managers by making successful placements quickly: Early successes build credibility for recruiters, facilitating smoother workflow and rapid hiring down the line.
5. Adapt communication strategies to match different candidate demographics: Understanding and leveraging the preferred communication methods of various demographics ensures a wider and more effective candidate reach.

Chris Mursau is the President of Topgrading, a proven system that helps organizations build and maintain high-performing teams through hiring, development, and promotion strategies. Since 2001, Chris has been consulting and teaching organizations and individual managers how to pack their teams with A Players.

Chris has conducted over 2,500 in-depth Topgrading assessments for internal and external candidates, helped hundreds of people achieve their A potential, and trained thousands of people in the guaranteed methods for improving their success. His client list is broad and diverse, including Fortune 500 companies, small to medium-sized businesses, and nonprofit organizations.

In the fiercely competitive business world, having the right people on your team can make or break your company’s success. But how do you ensure that you’re not just filling roles but attracting and keeping the cream of the crop? In this mashup episode, Chris Mursau reveals strategies for turning potential hires into indispensable members of your corporate family.

This episode offers a blend of insights on effective hiring and retention strategies, underscoring the critical need for thoughtful talent acquisition that aligns with a company's future. From proven methods for merger integration success with Dr. Price Pritchett to leveraging the MIND methodology with Lee Benson, Chris delves into the art and science of creating exceptional teams. Topics range from driving growth through a people-centered approach to the secrets of hiring top performers using the Topgrading approach. 

In this special compilation episode of the Talent Wins podcast, we revisit key moments and discussions from six insightful episodes with Chris Mursau, providing a blueprint for revolutionary hiring practices and leadership tactics. From understanding the actual cost of a mishire to embracing Topgrading for unbiased candidate evaluation, industry leaders guide us through the strategies that ensure organizations grow and thrive by valuing their human capital.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Scott Clawson on LinkedIn
• Shamit Khemka on LinkedIn
• Bruce Cazenave on LinkedIn
• Lee Benson on LinkedIn
• Nick Araco on LinkedIn
• Price Pritchett on LinkedIn
• “Driving Growth Through a People-Centered Approach With Nick Araco” on Talent Wins
• Maximizing Merger Integration Success Using Proven Methods of Dr. Price Pritchett on Talent Wins
• Topgrading: A Proven Method for Hiring High Performers with Scott Clawson on Talent Wins
• Maximizing Results Using Lee Benson’s MIND Methodology on Talent Wins
• Using Topgrading To Scale Your Business With Shamit Khemka on Talent Wins
• How To Build Strong Teams That Deliver Great Results in Challenging Situations With Bruce Cazenave on Talent Wins

Quotable Moments:

• "The cost of mishiring is so great... there's nothing more important than getting A Players."
• "The method of Topgrading worked like a sieve; it removed the grain from the chaff."
• "It is so important to get A Players into the right culture in these jobs."
• "The worst thing you could do is to announce to anyone that you're prepared to take action and do nothing."
• "Re-recruit your top talent...even if these people aren't making noise about leaving."

Action Steps:

• Prioritize candidate interviews: Dedicated time spent with potential hires can save costs and ensure cultural fit.
• Utilize topgrading methodology: Apply a proven strategy to assess and select the most suitable candidates based on their past performance and potential fit with the company culture.
• Share the company vision: Engage employees with clear goals and directions to drive motivation and effective scaling.
• Stay future-focused in talent acquisition: Hire individuals with the skills and potential to advance the company's strategic plans, not just present-day requirements.
• Maintain an active re-recruitment process: Continuously invest in and appreciate current top performers to prevent turnover and ensure sustained contribution to company success.

Chris Mursau is the President of Topgrading, a proven system that helps organizations build and maintain high-performing teams through hiring, development, and promotion strategies. Since 2001, Chris has been consulting and teaching organizations and individual managers how to pack their teams with A-players. 

Chris has conducted over 2,500 in-depth Topgrading assessments for internal and external candidates, helped hundreds of people achieve their A potential, and trained thousands in guaranteed methods for improving their success. His client list is broad and diverse, including Fortune 500 companies, small to medium-sized businesses, and nonprofit organizations. Last year, Chris co-authored his first book, Foolproof Hiring, along with Brad Smart. The book provides an easy-to-follow instruction course in Topgrading, a time-tested hiring methodology for recruiting A-players.

Are you finding it challenging to assemble a team that drives growth and aligns with your company's cultural values? What if the key lies in mastering a specific hiring strategy and appreciating the significance of every team member, from leadership to the front lines? Could fostering the right talent be the secret to your business’ success?

Over the past six months, Chris Mursau, a seasoned expert in recruiting, hiring, and retaining top talent through topgrading, has interviewed executives who share insights into unlocking organizational growth. From strategies tailored to small businesses to implementing best practices in hiring and recruiting top performers, Talent Wins offers invaluable advice for organizations of all sizes.

In this episode of the Talent Wins podcast, Chad Franzen of Rise25 interviews Chris Mursau about the highlights and key takeaways from the podcasts over the past six months. This insightful recap provides listeners with a distilled version of the most impactful discussions, offering valuable lessons on talent management, team building, talent retention, and recruiting for any organization.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Chad Franzen on LinkedIn
• Rise25
• “Mastering Talent Management and Organizational Growth With Eric Berger” on the Talent Wins podcast
• “Unveiling Talent’s Triumph Strategies for Business Success With Jason Mandel” on the Talent Wins podcast
• “Navigating Talent Acquisition for Small Businesses With Hannah Smolinski” on the Talent Wins podcast
• “Recruiting Top Talent in Small Communities With Lee Prosenjak” on the Talent Wins podcast
• “Integrate Solid Hiring Practices to Acquire Top-Tier Talent With Zach Wilcox” on the Talent Wins podcast

• It’s as important to have A-players in those entry-level or frontline positions as it is to have in leadership.”
• "Making good-people decisions is the one remaining source of competitive advantage."
• "Always be recruiting, whether the unemployment rate is high or low."
• "Having a documented, written out step-by-step hiring process."
• "People are important — it doesn't matter how good your equipment is if you don't have the right people."

1. Start from the top when building your team, ensuring your leadership is strong: Strong leadership guides the rest of the team and sets the standard for hiring quality at all levels.
2. Align employee incentives with your organization's goals: This ensures team members are motivated to contribute to shared objectives and business success.
3. Continuously recruit, even if there isn't an immediate job opening: Filling future vacancies becomes a smoother, quicker process by fostering relationships with potential candidates.
4. Document your hiring process and measure hiring outcomes: This will facilitate consistency and improvement in hiring and ensure a higher success rate in acquiring A-players.
5. Emphasize hiring for cultural fit, not just for high performance: A strong team culture leads to better collaborative performance and helps retain top talent for the long term.

Eric Berger is the Owner and General Manager of Choice Electric, a full-service electrical contractor based in Denver with about 40 team members specializing in high-end residential and commercial projects. With over 20 years of experience managing people and projects in the construction industry, Eric brings valuable perspectives on talent acquisition and management. A creative and strategic project management professional, he has overseen over $200 million in design, development, improvement, and investment in real estate. Through strategic leadership and a focus on cultivating talent, Eric actively propels Choice Electric's business growth and ensures the development of a thriving organizational culture.

As a company expands, so do the intricacies of assembling a team that possesses the necessary skills and aligns seamlessly with the organization's culture and vision. From navigating diverse personalities to fostering collaboration amidst rapid growth, how can leaders master the art of talent management for organizational success?

After acquiring Choice Electric, project manager Eric Berger contended with talent gaps and misfires, leading to overworked and overstressed team members. These experiences prompted Eric to adopt the Topgrading hiring methodology and prioritize cultural fit in the recruitment process. He emphasizes the importance of clear communication and a steadfast commitment to cultivating a thriving environment. Additionally, Eric highlights the significance of a strong leadership team and the value of building talent at all levels of the organization. By investing in entry-level employees and offering growth opportunities, Choice Electric fosters a culture of continuous development and excellence.

In this episode of Talent Wins, Chris Mursau chats with Eric Berger, the Owner and General Manager of Choice Electric, to discuss the intricacies of hiring and retaining top talent. Eric delves into strengthening company culture and vision through proper hiring processes and the critical role of communication and continuous improvement in organizational success. 

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Eric Berger on LinkedIn
• Choice Electric
• Who Not How: The Formula to Achieve Bigger Goals Through Accelerating Teamwork by Dan Sullivan and Benjamin Hardy
• Foolproof Hiring: Powerful, Proven Keys to Hiring HIGH Performers by Brad Smart and Chris Mursau
• Topgrading, 3rd Edition: The Proven Hiring and Promoting Method That Turbocharges Company Performance by Bradford D. Smart Ph.D.
• Onboarded: How to bring new hires to the point where they are effective, faster by Brad Giles

Jason Mandel is the Founder and CEO of Mandel Family Office, a firm dedicated to providing comprehensive financial services to high-net-worth individuals and families. He is a Wall Street insider and a private financial adviser and has held senior positions at the LeFrak Organization, D.E. Shaw, and Cantor Fitzgerald. Jason has over 25 years of entrepreneurial experience in financial services and risk management. Additionally, he is the President of Caretrust Financial and the author of DEMAND TRANSPARENCY: Stop Wall Street Greed and Rising Taxes From Destroying Your Wealth.

Talent is a cornerstone of success in business leadership, entrepreneurship, and advisory roles. How does talent influence the course of various business ventures?

From founding and growing enterprises, talent has played a pivotal role in driving Jason Mandel’s organizational growth and innovation. Jason empowers his teams to excel and achieve their goals by fostering an environment that encourages continuous learning and development. Additionally, he aligns team members' goals with organizational objectives through effective incentive structures. Through strategic talent acquisition and management, Jason believes businesses can enhance their competitive edge, drive innovation, and foster long-term growth.

In the latest episode of the Talent Wins podcast, Chris Mursau hosts Jason Mandel, Founder and CEO of The Mandel Family Office, to highlight the profound influence of talent on business success. Jason emphasizes the importance of nurturing talent, shares insights on aligning employees' goals through incentives, and provides a deep dive into his specialized expertise.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Jason Mandel on LinkedIn
• Contact Jason Mandel: cell phone 917-603-2365
• The Mandel Family Office
• Caretrust Financial
• DEMAND TRANSPARENCY: Stop Wall Street Greed and Rising Taxes From Destroying Your Wealth by Jason Mandel

Hannah Smolinski, a Certified Public Accountant, is the Founder and CEO of Clara CFO Group. This agency, operating on a virtual CFO model, is dedicated to offering small businesses financial clarity and strategies for profit maximization. Hannah's experience at one of the world's largest accounting firms led her to create this service. She wanted to make sure small businesses could benefit from top-level financial advice.

In addition to running Clara CFO Group, Hannah has a YouTube channel with over 55,000 subscribers. She shares practical finance advice and provides valuable business resources on her channel. Her goal is to help organizations understand their financial situation better and work toward commercial success.

In the journey of small businesses to build exceptional teams, numerous trials and tribulations emerge, but so do remarkable successes. Despite the successes achieved in hiring and team-building endeavors, what are some prevalent struggles companies may face in talent acquisition?

Navigating the talent ecosystem presents businesses with myriad challenges, from fierce competition for top talent to the intricacies of remote hiring. Drawing from experiences, business leader Hannah Smolinski underscores the significance of aligning hiring strategies with company values and culture. Values such as integrity, collaboration, and innovation guide her hiring decisions and team-building efforts. By adopting a strategic approach and remaining steadfast in their commitment to company values, businesses can surmount these obstacles and cultivate teams that propel success and foster growth.

In the latest episode of the Talent Wins podcast with Chris Mursau, Hannah Smolinski, Founder and CEO of the Clara CFO Group, shares candid insights into the challenges companies often face when acquiring talent. From financial barriers to the significance of anticipating hiring needs and asking the right interview questions, Hannah provides valuable advice for navigating the hiring landscape.

• Chris Mursau on LinkedIn 
• Topgrading on LinkedIn
• Topgrading
• Hannah Smolinski: LinkedIn | Email
• Clara CFO Group: Website | YouTube
• EOS

Chris Mursau is the President of Topgrading, a proven system that helps organizations build and maintain high-performing teams through hiring, development, and promotion strategies. Since 2001, Chris has been consulting and teaching organizations and individual managers how to pack their teams with A Players.

Chris has conducted over 2,500 in-depth Topgrading assessments for internal and external candidates, helped hundreds of people achieve their A potential, and trained thousands in the guaranteed methods for improving their success. His client list is broad and diverse, including Fortune 500 companies, small to medium-sized businesses, and nonprofit organizations. In April, Chris co-authored his first book, Foolproof Hiring, along with Brad Smart. The book reveals an easy-to-follow instruction course in Topgrading, a time-tested hiring methodology for recruiting A Players.

Topgrading is a well-established technique for recruiting and retaining high-performing teams. However, the three available editions of the book are quite comprehensive, making it challenging to absorb all of the information thoroughly. As a result, hiring teams may wonder how they can effectively use the methodology without fully implementing the system.

Over the years, Chris Mursau, a seasoned executive at Topgrading, has conducted several feedback sessions with the system’s users. During his evaluations, he determined that many users were not referencing the appropriate components of the process. Moreover, many smaller companies could not onboard needed resources, such as a human resources department or hiring program. To mitigate the improper use of Topgrading procedures, Chris conceived the idea of writing Foolproof Hiring, an abbreviated manual version. Foolproof Hiring guides readers through the process by providing a starting point and assisting them in executing Topgrading best practices.

In this episode of the Talent Wins Podcast, Rise25’s Chad Franzen once again interviews Chris Mursau to discuss Foolproof Hiring, a book he co-authored with Brad Smart. Chris reveals the inspiration for writing the book, shares five typical hiring challenges, and identifies the hiring habits that acquisition teams should avoid.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Chad Franzen on LinkedIn
• Rise25
• Foolproof Hiring: Powerful, Proven Keys to Hiring High Performers by Brad Smart and Chris Mursau

Lee Prosenjak is the Managing Director at Valentines Resort & Marina, a luxury all-suite hotel on Harbour Island, The Bahamas. He is also a Senior Partner at Hesse Partners, a forum facilitating learning and growth opportunities for executives, corporations, universities, and membership organizations. For over 20 years, Lee operated a dance studio in Denver, Colorado. He is a tenured Entrepreneurs’ Organization member and a former Master Forum Trainer.

Populous cities have an easier time filling positions because there is a larger pool of talent to recruit from. However, hiring managers in smaller communities may need help to attract top talent. What strategies can they implement to spearhead the process?

Business leader Lee Prosenjak shares that he continuously networks with clients, customers, and work associates in addition to sourcing talent in neighboring communities. He explains that this helps build a Rolodex of potential hires and allows him to plan out at least six months in advance to ensure all job positions are filled. Although finding talent in smaller communities can be more challenging, Lee thinks that companies should still follow a rigorous hiring process. He recommends hiring managers conduct reference checks, verify past employers, and vet work gaps. Additionally, Lee asserts that companies with reputable brands can entice candidates to apply for employment.

In this episode of the Talent Wins Podcast, Chris Mursau welcomes Lee Prosenjak to discuss recruiting top talent in small communities. Lee discusses sourcing talent as the largest employer in a small community, talent acquisition processes, and strategies for building a solid team.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Lee Prosenjak on LinkedIn
• Valentines Resort & Marina
• Beastie Boys Book by Michael Diamond and Adam Horovitz
• Creative Quest by Questlove
• Questlove Supreme

Zach Wilcox is the Founder and CEO of Fide Freight, a family-owned domestic transportation company specializing in supply chain technology, logistics, and transportation solutions. In Zach’s role, he oversees all operations aspects, including sales, people development and training, and marketing. Before founding Fide Freight, Zach held project management, operations, and manufacturing roles across different companies. He has a business degree from Grand Valley State University.

To attract great talent, a company must have systems to discuss the candidates in-depth. 

To streamline the hiring process, Zach Wilcox advocates for implementing processes for documenting the hiring process, tracking applicants, and a system for exchanging data and information. Adopting structured and comprehensive hiring practices allows the acquisitions team to streamline quality candidates. Create interview sheets to document special notes about each candidate's qualifications and resumes, which hiring managers can upload into a tracking system. Zach affirms that Monday.com is reliable software to manage all applicants, giving all interviewers access to all interviews, notes, and scorecards.

In this episode of the Talent Wins podcast, Chris Mursau welcomes Zach Wilcox, Founder and CEO of Fide Freight, for an informational conversation about hiring and interviewing processes. Zach discusses Fide Freight, how to amass new customers, leveraging core values to attract job candidates, and hiring strategies for acquiring top talent.

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Zach Wilcox on LinkedIn
• Fide Freight
• The E-Myth Revisited: Why Most Small Businesses Don’t Work and What to Do About It by Michael E. Gerber
• Good to Great: Why Some Companies Make the Leap and Others Don’t by Jim Collins
• Who by Geoff Smart
• The Go-Giver: A Little Story About a Powerful Business Idea by Bob Burg and John David Mann
• Monday