Dave Mortensen

You know, because we are a high cultural organization and people hear about us, they're going to reach out to us.

Always telling our teams we're always hiring.

You know, I think that's important.

We're always hiring for great talent.

So if you know someone...

introduce us so a lot of it's been things like that but you know just having an intriguedness to always be looking for quality is really really important and and when you have an open door policy like we do i mean if you read the the plaque that had been in front of my office door uh for years it's simply just ask you have to have that open door policy all the time and that's what's uh the differentiator from a good leader is they need to make sure they're open to great talent

I'm a firm believer, go to dinner with them.

Um, sometimes go to dinner with their family, depending on the level of person you're bringing into the organization, because you'll learn a lot from the, their environment and you let them lead that.

So, Hey, we'd like to go to dinner with you, but go ahead and why don't you set it up?

We'll go ahead and buy the dinner, but you tell us where we're going, where they choose, how they choose it.

All of those things make it make a matter.

I'll take a little nugget we've done for years.

And I can say this now because we're not in the office every day anymore.

But a nugget we used to do is when we bring in a high-level leader, we'd leave every person that was coming in for an interview in front of our executive assistant.

And I'll tell you why.

It's intriguing how people treat others versus how they'll treat you.

And I'm very much a person that needs to know that they're going to treat me.

up the chain equally as they do down the chain.

And you wouldn't believe how many times they would treat our executive assistant completely different when we weren't in the room.

And the ones who shined the most were the ones that were, and she had a great gut for people as well.