The most common question people ask me about our holistic hiring practices is how we continue to nurture and grow the family relationships we established during the employee vetting process.
To be honest, we weren’t really great at doing this at the very beginning. It wasn’t until my dear friend Carin told me about their flexible work program, Education Illumination Option (EIO), that we found our solution. Continue reading
Five years ago we were soaring high. Our valuation was higher than we could ever have imagined during our humble beginnings. But it felt like something was missing. There was something holding us back from realizing our true potential. And then it dawned on me. We were in the same downward spiral as everyone else. Stuck in a never-ending cycle of Power Point reviews, email threads, and business cases. The common thread? The written word. Our communication was being filtered and flattened. We were drowning in type, LITERALLY. That’s when I knew we needed a radical change.
I received a touching email this week from one of the first people I mentored. It’s always nice to hear from old friends and Alice was particularly special to me. Alice (name changed for privacy) was fresh out of business school and working for me when she came to me in confidence. She said, “Carin, I’m not sure I fit in here.” I was stunned. She graduated in the top 10 of the Kellogg School of Management, interned at the State Department as a Data Analyst and then made the bold decision to switch to retail in the last quarter of school. This was everything I admired about her when we first met. It was like looking into a mirror during our interview.
We’ve all started out on the bottom rung of the totem pole when it comes to making the supreme cut for that top dog senior manager title. I can recall the countless years proving myself as a landlord for my father’s property management company where I pushed myself to the limits of my working ability each and every weekend. As a former apartment manger (now copywriter), I am driven by those that I look up too. More importantly; I’ve learned that what matters most to higher-ups, managers, and senior vice presidents are RESULTS.
How do you know if you need a mental health day?
It was six months to the date that I had returned from maternity leave. What a whirlwind. The growth of my first child was outpacing my business. This was my thought as I looked out the window of our new office. Our team was growing. We were adding more buildings. New teams. New life. As I watched the sunrise on that January day I had an unabating urge to run back home. I didn’t want to go to my meetings. I was booked in back to back one on ones, usually my favorite day, but I just wasn’t feeling ready. What was going on? This is when I knew I needed a mental health day.
When pundits started deriding helicopter parents for interfering in their offspring’s venture into the workplace, I saw this as an opportunity. A cry for help. The message was so obviously loud and clear: we should be hiring for families, not individuals.
That’s why we started our Holistic Hiring practice. It begins and ends with family.
The days of recurring and simple revenue are behind us. The production of simple goods, an oversaturated day dream. Some might call it the “American Dream”, though I’m inclined to call it pre-owned revenue.
There’s nothing groundbreaking within the model of pre-owned revenue. The ideas aren’t unique, the patents are stable and idle. What you need now is something disruptive and pave-the-unwalken-road-worthy. Look at the Ubers, the Zenefits of the world. What does ride share and insurance have in common? The answer is easy, they have disruptive revenue, unshackled from the pre-made solutions of a time past.