Can you describe your experience in attracting and recruiting top talent?
Our recruiting strategy has been a critical component of our success, even if we didn't have a clearly defined strategy initially. Often, you can look back and discern what your strategy was in retrospect. Early on, we were primarily seeking like-minded individuals who shared our core values and commitment to taking care of people. Our current vision statement, "care, serve, restore," has been consistent from the beginning.
We didn't prioritize specific skill sets at the outset. We focused on the three C's: character, culture, and competency. We aimed to find people who could learn and adapt, and we would figure out their roles as we continued to grow. In the early days, when there were just a few of us, everyone did whatever was necessary, from answering phones to taking out the trash, and we trained people along the way.
As our team grew to around 25 people, our needs evolved. We started requiring dedicated roles like an IT manager, web developers, and specialized software engineers. However, this shift in focus on skill sets didn't overshadow the importance of cultural fit and character. Simon Sinek's Performance vs. Trust graph strongly resonates with us, emphasizing the significance of trust, especially when dealing with high-performing team members.