Jake Marks’ Post

YOU GET WHAT YOU PAY FOR.... This is something I think we can all agree on. You wouldn't walk into a car dealership with £1000 and expect to walk away with a Porsche So why does the narrative change when hiring? You can't attract the best talent when you are offering below market rates. The point of this is, if you don't have the budget, lower your expectations. It's the best way to hire within budget.

YOU GET WHAT YOU PAY FOR.... This is something we can all agree on. You wouldn't walk into a car dealership with £1000 and expect to walk away with a Porsche So why does the narrative change when hiring? You can't attract the best talent when offering below market rates. The point of this is, if you don't have the budget, lower your expectations. It's the best way to hire within budget.

Motto of Corporate America when it comes to Hiring: Quick to Fire and Slow to Hire. The above is one of the reasons hiring has slowed down, but firings have gone up. I would love to hear your thoughts?

When should you fire or hire? As a CEO or COO, you probably face this challenge regularly. Some say to only fire those who aren’t trustworthy. Others argue that it depends solely on the results they deliver. And some believe it’s all about their attitude. But here’s the problem with these suggestions: They’re subjective, often too emotional, and neglect key factors like future potential or clear measurement. So, when should you statistically decide to fire or hire? It’s simple: When the cost of acquiring a new employee is lower than keeping the current one. This includes: 1. HR team expenses for recruitment 2. Training a new hire 3. A potentially higher salary for the replacement If the cost of firing and hiring is higher than working things out with your current employee, take a step back. Have a conversation with them, and try to find a solution. That’s my two cents for today. Happy Saturday.

HIRING: THE GOOD, THE BAD AND THE UGLY! The biggest mistake made in the hiring process is NOT having a Hiring Process!! Too often Managers/Companies use the "I'll know the right person when I see them" Hiring Process! Seriously?? I have a used car for sale - call me! Let's say an open position pays about $40,000 a year, let's say the new employee stays 3 years. (typical retention for a bad hire) That's a $120,000 purchase! That's the cost of a small house - somewhere. Will you buy a house with the "I'll know the right house when I see it and sign on the dotted line"? If you want a Hiring Process that protects you legally and creates value for your company - I'm here waiting for your call!!

Codie A. Sanchez , I love this and will be stealing it. Number 1 reminds me of my first email chain in corporate world. A distributor needed a shipment ASAP to get supplies into the hands of end users. I sent an email with 4 different departments in copy asking how to make it happen. After multiple replies from each department saying what the roadblocks were, I replied as follows: 📧Thank you for telling me what you cannot do. Now if you can tell me what you CAN do, no matter how small, we can piece those together into a solution for our distributor.

How to find, hire, & keep A-players. The Contrarian Creed: ↓ ↓ ↓ Get my full write-up on our Creed + a guide on how to build your own here → https://lnkd.in/gWWZPH8z

Why this works and it works well, Codie A. Sanchez realizes culture isn’t some BS definition of corporate culture from decades back. Most companies have no idea what a true culture is. She realized culture is built from VALUES and understands what those values are. Not some list of values she wishes her employees had, but actually values she’s lived by and shared so that others with those same values will resonate and knock them out of the park. If your culture needs pizza and ping pong tables to sound interesting you’re doing the wrong thing. Be you and those who resonate will show up. You’ll be unstoppable. For those scared to be themselves for fear they may lose a key employee, eventually your values do come to the surface and if they don’t align that employee is already gone, you just don’t know it yet. Rip the bandaid off and let’s get down to the real work where great things are accomplished. Culture is the invisible invisible foundation for your company. When you hire folks based on it most every hire will be a perfect fit as they resonate with the culture and help drive it. Focusing on culture is what separates great from good. Resonate? Curious? Connect @ Steve Crow

Need to hit the pavement hard in 2025? Now is the perfect time to start vetting Free Agents. You have a little less than two months to get it done and really drive change. Don't waste the next 56 days! A Fractional Executive can have a massive impact on your business and there is enough time to get them vetted and ready for a January 1st start. We are in several discussions currently and I know of many companies that are hiring multiple fractional executives concurrently. Why mess around?

One thing I look for when hiring? How often someone says F*.** Okay, I’m kidding... but only a little. The truth is, I swear a lot. Enough that HR at one of my companies had to draft a policy where swearing is allowed and even encouraged (as long as it’s not directed at someone). Why would we do that? Because I believe in creating a work culture where people feel free to be their authentic selves. Not the stiff, polished, “corporate robot” version. When people can actually be themselves, they’re more productive, creative, and happier. I never want people to take themselves too seriously. Yes, we have goals to hit, but why not hit them while having some fun along the way? If your workplace feels like a suit you have to put on just to fit in, it’s exhausting But when people feel like they can show up, fully and authentically, that’s when you get the best work out of them. So no, I don’t actually judge people by how much they swear—but I do want them to feel comfortable enough to let their guard down and be themselves. That’s the kind of workplace I want to build. P.S. What do you look for when you hire?