James Davies

But frankly, it's the team.

I think it's really hard to come by an organization that's got a culture that's so customer success driven.

It's one of our core values.

They put everything aside to make sure that our customers stay happy.

And they do it with a great attitude.

And they also root for the company.

They root for our successes.

I don't feel like anyone's kind of a punch-in, punch-out style employee.

So I'm most proud of the culture that we've built.

When you go through a founder to new CEO transition, sometimes you'll get turnover, etc., especially from long-term employees.

And we've managed to really not have anyone leave the company and have a really smooth transition.

I think part of that was because I was involved earlier on and they knew I was a known quantity, so to speak.

And then just leading with transparency has helped a lot with that as well.

One that comes to mind is just figuring out how to make leadership hires.

This is prior to me being CEO, but when starting to establish a more formal leadership team, I think we went into the hiring process not really knowing exactly what we needed and made some mis-hires that were both costly, but also caused some turmoil and then loss of trust from other employees within the company.

So what we've done to overcome that is just really establish

good practices for, which sounds basic, but good practices for how we hire really anyone within the company.

We leave with our core values and here's what it is that we do and here's why we do it.

And then just a series of making sure if we're bringing in a leader of a team, at this point, we have the benefit of being able to have them interview, frankly, with their whole team that they'd be working with.

And we were able to get feedback to make that integration smoother.