Steve Pokras

The second, this is kind of a little less obvious, which is be really transparent in your job recs.

I think most job recs are kind of vague with the idea of we'll tell them what the job is once they get there.

Top talent doesn't want to know that.

They want to know what they're getting themselves into, if they're a good fit.

Um, I think most of us are cautious and that every job rec is actually impossible.

There's no one who can fill every single thing on there and you turn off a lot of top talent, the more things that you say, but I think more people are recognizing that now be honest with them.

Um, I would love to, uh, Colorado now has a law we're from Denver and, uh, that says that you have to be more transparent on your, on the comp.

It's actually been really helpful to let people know just what range we're in.

Uh, the last piece.

Activate your phone.

Okay.

Am I late yet?

Is to stick the landing.

This is really customer success.

So many sales presentations talk about how sales doesn't end the day the contract gets signed.

I think I've seen that presentation a hundred times.

Your recruitment didn't end the day that you got them on board and that you pass them over to your hiring manager.

Your hiring manager might hire one person every three years.

That person might've hired their very first person, your entire structure and you as the CEO need to be supporting that person and bringing them on board.

And so what do we do?