How to build an A+ team to drive 700% growth

“of 3 000 freelance writers and what they do is create the power to basically how do you explain floor and exploit the new competitive Advantage for the marketing channel of inbound traffic and so we create that content for the web this is our I don't know why it says 2019 but these are our stats through 2000 through year to date we're basically on track for over a hundred thousand pieces of unique content created we are trying to create unique content at scale with high quality and that combination is a very”

“that uh that I think really set us apart so one is every member of this leadership team that I've hired over the last six years we have had zero percent turnover that gives an incredible competitive Advantage they are also built for growing a much larger organization than I currently have so we don't spend time on turnover um we don't spend time on having to recruit every year they get to do everything we have we've lost one person on who we didn't want to lose over the last year we at lose an average of two people per”

“the values come up when the right time to find your values is after you created them and you try to figure out what you've just created as opposed to the Whiteboard strategy of putting them out there ours are about passion quirkiness and scrappiness inclusiveness and really cheering on bringing energy to the rest of the team the thing that I interview for at the end and why it's so important I thought that Todd's comment was really interesting of like what value does the CEO bring is this just a control freak situation to me I'm going in with a”

“one is they want agency they want control they want to be able to make a difference so I meet with every member of my company it used to be every month I think Todd was talking about this as well I deeply believe in the one-on-one not just Not Just for information gathering which is the way I think most people think of it but it's also to empower those employees you want people who are going to make a change you want them to see something and want to make a difference as opposed to whatever systems you've built up in place like scar tissue in your company that is going to prevent”

“is it kind of an example of what uh of what we're doing here of kind of the main point of the story so I took over in 2017 I have another graph that I included in the safter presentation which is um I hired an amazing um so I met this woman Zoe um treason when I was she was an intern at my previous startup and I thought she was a top talent she was a film major and she was going to business school because she thought it would be interesting she'd never manage one human in her life but she was all of the traits that I just talked about flexible”

“Bootstrapped A+ Talent Experience is expensive Look for key traits instead Focus on values for quick culture fit Look for different people than your competition TRAITS BRAINS FLEXIBILITY Operators are a dime a dozen Smarter people who ask better questions They want to grow with your business They want to figure it out as they go They shift priorities quickly Committed to team and your mission, not $$”

“Interview for Traits No artificial scorecards Each interviewer has a specific role Use your values as the scorecard Get consensus CEO interview: Did the candidate leave me with more energy than when the interview started?”

“Recruiting is Marketing Treat recruiting the way you would treat your sales funnel Find a selective niche audience Look for different things than typical recruiters Why does HR write job reqs when they aren’t writers? WORK IT LIKE A FUNNEL USE YOUR BEST WRITERS BRAND AND CULTURE Top copywriter looks at every job req, not HR Use right messaging strat for niche audience Tell candidates why you’re different Culture is a competitive advantage Ongoing values, lived 1000x/day A+ players recruit other A+ players”

“Land A+ Players Promote brand and culture Unique interesting benefits Show them you are different Close the deal with a killer job req HELP THEM FIND YOU BE CATCHY BE TRANSPARENT Use role-specific jokes Make them laugh Empathize. Show them you know this is hard. More detail about the role than you think you need Be honest about what you’re looking for Long job req is a good thing”

“Stick the Landing Retention starts on day 1 - especially in this day and age of high turnover Send swag and DoorDash gift when offer signed Onboarding buddy program Whole team sends welcome messages after acceptance”