The Sales Hacker Podcast
The Sales Hacker Podcast

Episode · 1 year ago

180: Talent Retention w/ Whole-Person Benefits Package

ABOUT THIS EPISODE

In this episode of the Sales Hacker Podcast, we have Hakim Myers, Business Recruiter at Nextdoor , where he recruits for people, finance, and legal functions for startups. Join us for a revealing conversation on sales and talent from the perspective of a recruiter in an executive search firm.

What You’ll Learn 

- How to convince people to work for your company

- Why attrition and retention matter so much right now

- The talent search in the startup environment

- Powerful benefits that employers need to offer

Show Agenda and Timestamps

- About Hakim Myers & Nextdoor [2:00]

- Key lessons from a business recruiter [8:30]

- The hardest job market in a decade [10:20]

- The startup environment & powerful employee benefits [12:25]

- People analytics: What employees want [15:45]

- The biggest talent challenge for companies [20:08]

- Sam’s Corner [21:36]

One, two, one, three, three, everybody's Sam Jacobs. Welcome to the salesacker podcast. Today on the show we've got hackey Myers. He's a recruiter from next door. He's going to talk to us about why sales is so similar to recruiting and steps that you can think about to make sure that you're positioning yourself the right way, but also steps for employers to improve their benefits package and make sure that they're a great place to work. So great conversation. Before we get there, we want to thank our sponsors. The first is outreach. Have you heard of outreaches? In a way to learn outreach, on it wishes the place to learn how outreaches outreach. Learn how the team follows up with every leading record time after virtual events and turns them into revenue. You can also see how our reach rns account PAS plays, manages reps and so much more using the very own sales engagement platform, everything backed up by data from outreach processes. When you're done, you'll be able to do as well as they do. Head to outreach. That io forward slash on outreach to see for yourself. We're also sponsored by pavilion. Pavilion is the key to getting more out of your career. Our private membership connects you with a network of thousands of like minded peers and resources where you can tap into leadership opportunities, training mentorship and participate in over twenty different educational programs that provide full training and certification through Pavilion University. Unlock your professional potential with the pavilion membership. Leaders at every stage can get started today at join Pavilioncom. Finally, air call. Air Calls a cloud based voice platform that integrates seamlessly with popular productivity and helped us tools from call monitoring and whispering, integrations with your crm and realtime analytics. Air Call can help turbo charge your sales reps productivity set a new standard for sales productivity and performance by switching to a phone system that's best friends with your crm. You can get twenty percent off your first three months at air call at Air Call Sales Hackercom, that is air call salesacercom. We are also users of air call at Pavilion. Great Product, Great Company, and also our VP of marketing, Carly Dell, used to work at air call. We Love Air Call, so give it a shot. Now let's listen to my conversation with a Chem Myers. Everybody, it's Sam Jacobs. Welcome to the SALESACER podcast. Today on the show we've got Hachem Myers. ACHEM is a business recruiter for next door. He recruits for people finance and legal functions and he's been in startup land since two thousand and thirteen, so just about eight years, and he's going to bring a really interesting perspective on sales from the perspective of a recruiter and an executive search firm. So, a CAEM, welcome to the show. Thanks for having me say I'm pleasure to be here today. We're excited to have you. So we like to start. We call it the baseball card. It's really just a way for us to understand you, your job and the company that you work for. So give us your full job description. Yeah, full job description. You know, in my day to days, just working with different stakeholders or business leaders to get an understanding of what's going on within their business UN or within their team so we can continue to hire. I work not only with these business leaders but with leaders on my team to get an understand of headcount and we more so measure half by half. So you know, right now we're turning in the second half of the year. So it's been just interesting, as we've continued to grow and continue to scale, to get an idea of the new rules that pop up as the business is the business involves itself. and and tell us about next door. Is that just a big recruiting firm? Tell us a little bit about the company you work Oh yeah, so I appreciate you asking to next door. You know, it's what I would con send consider a hyperlocal place where you can get an understanding of who your neighbor is. So I wouldn't say we have a ton of competition very specifically because we're still evolving and getting idea of how we're going to, you know, help people get an understand who their neighbors are. But you know, when looking at different encies that you could potentially compares to, you know there's facebook, you know, out there and other social networks which people have continued to compare to. So it's been an interesting year, especially coming out of covid you know, identifying how we can continue putting resources into neighborhood so people can understand. I've also heard a ton of...

...stories about people becoming closer to their communities through our APP. So I like being a part of that. I like hiring giving people the opportunity to work within an APP that can change the world. So all those things, I've been pretty interesting as a whole. Well, I have a bunch of questions, but I now I'm realizing I know exactly who next door is. I and I'm a user. Sorry that I that, I that I asked that dumb question. No, worries. Yeah, there's always, always stuff for sale in my building and yeah, neighbors complaining about something and somebody was too loud and somebody got mugged. So I mean it's New York. So yeah, so tell us about your background. How'd you get into this role? You know, I know that you started back in start up world in two thousand and thirteen with Mimia. Was that your first job or walk us through your background, where you grew up, you know, give us your condensed story. Yeah, yeah, I can definitely have an so I actually grew up in Princeton, New Jersey, which you know, I definitely credit a ton of my understanding just people and day to day and want to have more conversations to I'm coming, you know, at a high school. I just wanted to continue getting good education and I knew that eventually I wanted to get into a big city, but as far as school, I needed something very small where I could hone in and get an understanding what's next. I play football in Lacrosse as well. I went to my red in college, which is a small school in Beth on Pennsylvania, and after graduating you play. Did you play football there? Yeah, football and Lacrosse there. Oh, cool. What positions you play? Football and football? I played a little bit outside line doctor and then Lacrosse, Defensive Midi. So yeah, those were, I would say, more early on aspects of my college career. I didn't finish all four years. I actually stopped both after my sophomore year just due to injuries and truly just want to continue my education and I knew that I wasn't becoming a linebacker in the NFL in time. Sus had the plan for option being understood understood well, Kudo. See You. Outside linebackers a difficult position but a fun one. Yeah, it was definitely fun and I think you know being part of different athletic teams growing up definitely have been a part of you know, how I'm able to continue getting an understanding of how people work in the different environments I'm in today. And then, yeah, you know, coming out of school and I moved to New York City, I got my first job with the company called the word doctors. That was headed by a guid named Frank Lance. He was a huge deal in politics and being a polster, I've heard and that's how I know the name. Yeah, yeah, so that schools. It's either here there when people have heard of them. But you know, coming out of school that great job. I recruited first focus groups all over the nation. We use content contact and at the time I had never heard of it, but now it's kind of cool see how they've grown and continue to leverage their network. Went so, with that being said, I knew I wanted to continue recruiting. I did get into the agency side. I work with Arrowteche for about three years within the architecture Interior Design Division here in New York City. That continue just open my eyes to different opportunities and that I didn't have to be in one specific area or kind of on my end being an aid unty. The next school. You know, when you are successful, to take on the sales role, and that wasn't for me. I truly do. You love the people aspect, you know, of my job, just getting understand what people might what's going to continue to make them happy. And when you are able to get someone into a job that they're truly happy with, there's no more joy on, or at least for me, because we're all spending so much time at work. It's like literally ninety percent of what we all do, whether we want to mate or not. Yeah, so, yeah, so that's how I kind of got into the startup world. I've had a few great jobs, Zack doc being one of them. Off For pop was another great environment, lit another great environment that I'll speak to all just giving me the tools where, I would say, gave me the opportunity. You...

...were recruited all these places. It's locked on. Yeah, for pop, always a business recruiter, working more so on the business side, leveraging different relationships to manage and build out headcount. Awesome. I mean I know that the Zac talk recruiting team was huge in the period of height back in link early thoughts or whatever they early ten yeah, that was definitely a good leaping point for me and I've created or been able to establish a ton of relationships that I continue to have, you know from the days of Zop Doc. So you know recruiting is sales. Tell us what you've learned, you know, what are some of the key lessons and insights that you have about about being an excellent recruiter convincing people to come work at a company? What are your you know, what are your secrets? Yeah, and I would say they're as you said, there are a ton of similarities between recruiting and sales, and the one that I'll speak to know right aways. You don't want to burn any bridges. You want to make sure you're managing and understanding their relationships, that you're kind of taken in on a daily basis and kind of that front and work that you were doing sales. Just as far as the discovery phase and planning that, you can also see that in recruiting, just as far as building out your pipeline kind of six months in advance. And one of the first things I learned at Artech is the connections that you're making. You know today it will be the jobs that you feel six and nine months on the line and it's been true throughout my entire career and I think there's a lot of similaries there to making those same connections and sales and building your pipeline as well. How does your mind set shift, you know, when you're at an agency, I feel like, I mean, are you always only just representing the employer versus the employee? What's your point of view on like prolonged or protracted negotiations between a potential recruit and the company? Do you ever find yourself kind of arguing or advocating on behalf of the employee back to the company that you're working for? Another great question here. So I'm and so when working, you know, with different candidates and, you know, also working for the company, you have to kind of be a resource on both sides. So you know, I understand my job and it is to kind of bring in the best talent, but at the end of the day, that best talent has a come and happy and make sure that they can find a sustainable career within the company. So I definitely have to make sure I'm understanding their needs, what's going to make them happy and taking that next steps. You definitely have to negotiate both sides. Yeah, I mean what's changed? You know, you've been doing this a little while. From my perspective, it's a hottest job market I've ever seen. What's your perspective on the job market? What's Your Perspective on compensation? You know, give us, give us a lay of the land. So I really kind of got into kind of the whole recruiting in two thousand and nine and I would say kind of seeing the shift over the last twelve years or so from being in demand added demand and also seeing the economy turn in a few different ways. What's really interesting right now is that the demand is so high. I think people or leadership is really taking the time to value talent and how that's going to make their company successful in the long run. So areas that you know, people speak to a lot more within the meetings are retention and attrition and you know how data potentially affect those different, you know, two subjects. So I would say those are the major things that I've seen is that there's definitely a lot more care or time spent understanding why people could potentially affect your bottom line. Have Employment terms changed, you know, or is it just like salaries are up ten percent. And there's a specific term that I'm always interested and that's because I've been fired so often. I'm a I'm a big proponent of pre negotiated severance and that's really a tricky thing. Sometimes people get really pissed off when you bring it up and sometimes people understand. But have you seen any evolution in terms of, you know, typical terms that an I play you might get when they join? That's a very interesting much. So I had not seen terms around sever and kind of change, and I would say that something that it is probably dependent company to company. I...

...think even being in a position to understand that you have the opportunity to negotiate a severance is, you know, kind of a position of power to be and I would say most employers don't understand that that's potentially an option, you know, especially going into leaving company or even much just say taking on a job, knowing that you could potentially negotiated that on the front and so conversation like this, where you know but those are someone here's us and educates himself on that going forward, I think it's very valuable. Yeah, totally. So what's your what's your perspective on just the changing startup environment. You know, you're working for next door. Yeah, well, you know, what do you what do you see out there? And I'm not what's anyway. Yeah, I'll stop there. I haven't feeling. Yeah, so I kind of started with the fact that I came in, you know, with offering lunch in the word doctors, and I would say at this time there were nurse were no startups. I never heard the term. I wouldn't even kind of considered taking on a role that was a startup just because the resources were at such a minimum. And then when I did take the job with mimeo on two thousand and thirteen, that was because starters were such a big thing, especially in New York. Companies like Buzzfeed and ZOC DOC we're popping up all around and you heard of some of the like great advantages perks that were given at these comments, which I think that was kind of a pull at that time. I think what you see now now is the companies, especially in the star round, are so much more well rounded. Their benefit package are definitely more trend much more to the advantage of the employee and as a whole. They taken the time to really understand what's it going to take to keep these employees or take good or keep good talent around, because there are so many good startups, especially in New York and San Francisco. It is such a competitive environment. I've seen a ton of kind of the same faces moving from company to company and really just looking to kind of leverage different lines of experience to continue propelling that next company, and I think that's kind of something that will continue to see as different startups evolved. You get companies that have been around for eleven, twelve, thirteen, fourteen years that are still in that startup brow. What are some of your favorite benefits that you're seeing out there? For if we've got an employee employers listening that want to improve their benefits package and make yeah company a great place to work, what do you think what goes in there? I think the first thing is taking, you know, the time to do a survey and understand what your employees internally really want. One of the ships that I've seen that next door more recently is that this year we decided to do a match when it comes to K and that was a huge different makers when it when you're looking at the specific data points of potentially moving up and play happiness for much to say, Eighty five to ninety two, ninety three percent, and those things do go a long way when you're looking at I'm player attention, but tantwer your question specifically of different programs that I'm seeing or things that are popping up that I feel like I'm buzzing, I would definitely say the four one can matching, I would say, different infertility programs, making sure that you give in plays an opportunity to kind of take on those benefits outside of that way. Did you say fertility programs and fertility programs? Yeah, interesting, so employers paying for like IVF and stuff like that? Exactly. Wow, that's amazing. I mean that's stuff is hundreds of thousands of dollars. Sometimes. Yeah, and I think when you know, sometimes when you look at the benefits of potentially playing for education or you know, bring it out a benefit for for one, came atchfertility as that's why I say you take the survey, you see what really matters to your employees and you may be surprised to what you find. That's so cool. All right, great, yeah, what do you what's your mind? What's your career goals? You know you you're a business recruiter at next door. You're recruiting for people, Finance and legal functions. How have you thought about your career? Where do you want to end up? What's your goals? Yeah, so that's you know, I go back to one of your questions of like, you know, what's change and what's evolving with the recruiting. I've been lucky enough to see things chained and advanced so much that I think my career opportunity outside potentially like being a director people...

...are leading a recruiting team at a public like next door, you know, potentially add another company. Outside of those opportunities, I think I could still potentially get into selling. When look at like people and and analytics, I it's something that I've really kind of taken on the last year, kind of trying to advance myself and learn a little bit more around so that I know when kind of look at larger companies like a Google or an Amazon, those are functions that go a long way when kind of building leadership peoples. What goes into people in Olytics? What goes into a specifically as and like what am I looking to understand yeah, like what's it? What's in the what's in the domain? Is it? Is it like, yeah, Lising People's backgrounds? Is it like personality assessments? I'm just curious. No. So it actually goes into like attrition and retention, and Mut's just say, you know, over three years you want to understand kind of why you've had thirty percent rate of people leaving on the engineering side and you know that all you sit out of the bay, or you know potentially why twenty percent of your New York staff has decided to get up and leave. But it's really just getting a better understanding of, you know, why things flow the way that they do and then being able to kind of present that to leadership and give them an understanding, you know, how they can forecast or build out over time. I think you know, what we're seeing right now is companies have gone an opperportunity to scale at very fast rates. You know, we see companies going from like five hundred to five thousand and really being able to speak to leadership of the best areas to kind of grow from five hundred to five thousand. is where you would where I would hope to really come in and be a resource from a people and a litic standpoint. Cool do you do all do personality profiles, or do you have a point of view on things like that in the interview process to figure out people are cultural fit? I'm so lucky that I don't have to rely on things. I have been very fortunate that people are open and honest and take the time to give me an understanding of kind of what it will be to make them happy or kind of from a person I stand by what they need to kind of get along with their manager or what type of team environment they need to be successful, and so I haven't had to rely on those and I think more suiter swings really to like the Myers great says and things that sort, where those have been effective, and I've done these more in my team breakout settings. Is just continuously getting a better understanding of kind of how I'm assessing talent or what bias I may have come across over the last year or so in speaking to different kinds or speaking in different industries and then making sure that I contained a hone and on those and continue just be open and continue assessing in an open minded way. Are you are you seeing any evolution of sort of requirements for roles specifically, for example, you know, used to be like college degree required, but yeah, there's so many places where you can get education, professional education, that some people are putting less emphasis on whether someone's even gone to college graduated from college, because they're just more focused on the upside potential of a person that maybe was in a situation where they weren't able to go to college and so that's the reason why they didn't. Yeah, so I'm definitely seen as a whole companies, high manager or high stakeholders be more open to actual experience being what gets the person through the door rather than them needing to have a specific degree or a specific pedigree, you know, or like coming from ex school. I think when looking at kind of what we do on our recruiting team and how we look to just make sure we're bringing a diverse group of candidates on our end, we kind of, I have make sure that we contain a challenge at high managers on things of that sort, you know, if we're looking college education or potentially telling them to look at other backgrounds or other industries as we continue to grow on scale out of our company.

What do you think the biggest challenge companies are going to face over the next year as they try to grow and attract great talent, it will be keeping town because there are so many opportunities available right now. I think the recruiting market for talent that can potentially change or continue, putting you into a situation to grow scary company. No one is going to kind of stop the dollar from getting that person. Yeah, I think there are a lot of hungry companies, are a lot of hungry CEOS out there who want to bring in the best talents and they're not going to get limited by resources to get that down. It's great, great thoughts, great advice. Hakeem. It's been awesome having you on the salesacker podcast today. We're going to bring you back on Friday for Friday fundamentals, but but really appreciate the time that you took it. Folks want to reach out to you. What's the best way to get in touch with you? Yeah, I would say definitely feel free to shoot me a message. You know, be a linkedin and if you're not able to get me from there, you can also shoot me an email. It's just H Myers twenty four at gmailcom. And Yeah, I would love to in any way help out with any career advice or just any specific questions on how to get things move in if there are any slow points and kind of interviewing or even kind of getting that first initial process started with a company. Definitely happy to lend a hand. Awesome, I came. Thanks so much and we'll talk to you on Friday for Friday fundamentals. Sounds good. Say. I appreciate the time everybody. Sam's corner. Great Conversation with the Keeen Myers. I game didn't tell you this, but yeah, he is building lost power during Hurricane Henry and he was doing that podcast from his car. So He is a trooper and we really appreciate him him taking the time to be our guest on the show. The thing I would just point out is from this conversation employees, prospects, recruits, candidates, human beings, whatever you want to call all of us that work for other people. We've never had more power than we have right now and companies are scrambling to find the best talent. So make sure that you take advantage of this opportunity. If you're currently an employe, advocate for a better benefits package matching. K HACKEM even talked about companies providing infertility support, meaning people that are struggling to get pregnant, helping provide access to and vitro fertilization or other types of tools. Really powerful benefits that can make your company a great place to work. If you're a candidate, here's my my suggestion. Use Your power to negotiate for for pre negotiated severance. Now, if you're a salesperson or an str that's not going to happen, but if you're interviewing for any kind of executive position, just remember, just remember, everything is negotiable. You can ask for anything you want. Doesn't mean they'll give it to you, doesn't mean they might not get they might get annoyed, but you can ask for it. And one of the things that I think is so important, that I've talked about so much, is severence, especially for executives. The average tenure of start up executive is under a year and a half, and what that means is that people need to make sure that they're protected. Standard is three months. If they fire you, typically they're going to give you that, but they might not. But I would ask for six months if you're going to be an executive and really try to maybe even get as much as twelve six months of your base path salary paid in one lump sum, not through, because sometimes the might write normal payroll practices, which but you know, if you're getting fired leaven a company, do you really want to be on their payroll and in business with them for six months? No, you want that money all paid up front. So that's what you should do and that's my tip for you now and I hope you find a useful before we leave, let's tell you about some other things. If you're not a member of the salesacker community yet, you're missing out. Any sales professional can joint as a member to ask questions, get immediate answers and share experiences with likeminded sales prose. Jump in and start a discussion at sales hackercom. Of course, we've got three sponsors we want to thank. Outreach. Learn how outreach does outreach by heading over to outreach dot AO, forward slash on outreach to check out how they do outreach, using that word a lot. Outreach. Also pavilion right. Take a look at sales school SDR Acceleration School, Chief...

Marketing Officer School, Frontline Manager School, Customer Success School. We are launching all kinds of different amazing programs that will provide you full training and certification, not just for you but for your entire team. We have an entire corporate program called Pavilion for teams. Check it out. Go to join PAVILIONCOM. And finally, air call set a new standard for sales productivity and performance by switching to a phone system that's best friends with your crm. Get twenty percent off your first three months at air call. At Air Call Sales Hackercom. That's all I have. If you want to get in touch with me, you can Sam a joint PAVILIONCOM put salesacker podcast and in the subject the email and if it's interesting I will reply, and if it's a form letter, I likely will not. That's okay, that's okay. You know, this is the world that we live in. You don't have to apply to everyone of my emails either. Your email inbox has somebody else's to do list. Remember that. I'll talk to you next time. Folks,.

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