As a founder, your first hire is always the hardest. Most often we take the first person who will say yes. Not putting a lot of diligence into a conversation about setting proper expectations.
What ends up happening is that we either get really lucky (if it works out) or it becomes a cautionary tale of what not to do when starting a business. Often an expensive lesson to learn.
Starting with a strong culture in mind from day 1 is the key to having the difficult conversations that ensure a first hire's success.
Guest Bio
Scott Hollrah is the Founder & CEO of Venn Technology. Scott has built a reputation as a technologist, problem solver, and creator of great culture.
In his role at Venn Technology, he is focused on helping mid-market organizations be more effective through the use of automation. The company has won numerous awards that include Dallas Business Journal’s Best Places to Work, and Inc 5000.
In addition to family and work, Scott hosts In the Thick of It, a podcast that highlights the trials and triumphs of fellow founders. He is an expert in building a culture that stands out from his competitors.
Problem:
- Started as a 1 man shop
- Now at 30+ people
- The first hire was the hardest thing he had to do
- Get over the fact that he eats last
- Is this person that I hire going to care about the customer as much as I do
- Introduced by a mutual connection
- First 12-18 months he had to learn to delegate
- People will do things different
- Core value of Delighted Partners - reminder throughout the office - customer & partner logos - these are the folks who make us successful, we have a responsibility to make them successful
- When we fail do everything to make things right
- We are flawed, not perfect. But we own our mistakes
- Accept you are not perfect and expect that you make things right as well
- Culture has been the same from the outset
- Treat people how you’d like to be treated
- Wants to sleep well at night and not regretting his day
- Phrase - When you take PTO, take PTO!
Rick’s Nuggets
- Having the difficult conversations
How do we solve the problem?
- Doubled down on buying a building
- An In-person culture
- I had an offer turned down
- Get stuck on a problem, tap someone on the shoulder, grab a whiteboard
- Build through proximity
- One Team
- Chad Nelson Golden Toilet Brush Award
- Display ownership
- Sought to be very unconventional
- Bring a different energy!
- Build the kind of company he wants to work for
- Very casual
- Mascot - Bijorn the Yeti
- Not afraid to let the freak flag fly
- Texas Independence Day is a company holiday
- Are we doing what we aspire to Join:
- I want to work here because…
- Watched your YouTube videos
- Watched podcast
- Read content
- “Do they want the job or a job?”
- Research people did on the company and him
- When guests or prospective team members visit the office we literally roll out a red carpet and have a sign welcoming them
- Most people take a picture of it
- Makes a great first impression
Rick’s Nuggets
- Values need to be polarizing
Key Takeaways that the Audience can plug into their business today!
- Know your values - talk about them frequently
- We have a standing weekly meeting and highlight one value each time
- One of our core values is “One Team” - each quarter we award someone the “Chad Nelson One Team Award” - also known as “The Golden Toilet Brush” - this is a high honor
- Find ways to create community and fellowship among your people
- Quarterly hackathon
- Family party every summer
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