The Sales Hacker Podcast
The Sales Hacker Podcast

Episode · 4 months ago

180: Talent Retention w/ Whole-Person Benefits Package


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 onthe show we've got hackey Myers. He's a recruiter from next door. He'sgoing to talk to us about why sales is so similar to recruiting and stepsthat 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 thatthey're a great place to work. So great conversation. Before we get there, we want to thank our sponsors. The first is outreach. Have youheard of outreaches? In a way to learn outreach, on it wishes theplace to learn how outreaches outreach. Learn how the team follows up with everyleading record time after virtual events and turns them into revenue. You can alsosee how our reach rns account PAS plays, manages reps and so much more usingthe very own sales engagement platform, everything backed up by data from outreachprocesses. When you're done, you'll be able to do as well as theydo. Head to outreach. That io forward slash on outreach to see foryourself. We're also sponsored by pavilion. Pavilion is the key to getting moreout of your career. Our private membership connects you with a network of thousandsof like minded peers and resources where you can tap into leadership opportunities, trainingmentorship and participate in over twenty different educational programs that provide full training and certificationthrough Pavilion University. Unlock your professional potential with the pavilion membership. Leaders atevery 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 helpedus 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 standardfor sales productivity and performance by switching to a phone system that's best friends withyour crm. You can get twenty percent off your first three months at aircall at Air Call Sales Hackercom, that is air call salesacercom. We arealso users of air call at Pavilion. Great Product, Great Company, andalso our VP of marketing, Carly Dell, used to work at air call.We Love Air Call, so give it a shot. Now let's listento my conversation with a Chem Myers. Everybody, it's Sam Jacobs. Welcometo the SALESACER podcast. Today on the show we've got Hachem Myers. ACHEMis a business recruiter for next door. He recruits for people finance and legalfunctions and he's been in startup land since two thousand and thirteen, so justabout eight years, and he's going to bring a really interesting perspective on salesfrom the perspective of a recruiter and an executive search firm. So, aCAEM, welcome to the show. Thanks for having me say I'm pleasure tobe 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 usto understand you, your job and the company that you work for. Sogive us your full job description. Yeah, full job description. You know,in my day to days, just working with different stakeholders or business leadersto get an understanding of what's going on within their business UN or within theirteam so we can continue to hire. I work not only with these businessleaders but with leaders on my team to get an understand of headcount and wemore so measure half by half. So you know, right now we're turningin the second half of the year. So it's been just interesting, aswe've continued to grow and continue to scale, to get an idea of the newrules that pop up as the business is the business involves itself. andand 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 Iappreciate you asking to next door. You know, it's what I would consend consider a hyperlocal place where you can get an understanding of who your neighboris. So I wouldn't say we have a ton of competition very specifically becausewe'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, whenlooking 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 tocompare to. So it's been an interesting year, especially coming out of covidyou know, identifying how we can continue putting resources into neighborhood so people canunderstand. I've also heard a ton of...

...stories about people becoming closer to theircommunities through our APP. So I like being a part of that. Ilike hiring giving people the opportunity to work within an APP that can change theworld. 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 knowexactly who next door is. I and I'm a user. Sorry thatI 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. SoI 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 youstarted back in start up world in two thousand and thirteen with Mimia. Wasthat your first job or walk us through your background, where you grew up, you know, give us your condensed story. Yeah, yeah, Ican 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 andday 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 andI knew that eventually I wanted to get into a big city, but asfar as school, I needed something very small where I could hone in andget an understanding what's next. I play football in Lacrosse as well. Iwent to my red in college, which is a small school in Beth onPennsylvania, 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, moreearly 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 justwant to continue my education and I knew that I wasn't becoming a linebacker inthe 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 ofdifferent athletic teams growing up definitely have been a part of you know, howI'm able to continue getting an understanding of how people work in the different environmentsI'm in today. And then, yeah, you know, coming out of schooland I moved to New York City, I got my first job with thecompany called the word doctors. That was headed by a guid named FrankLance. He was a huge deal in politics and being a polster, I'veheard 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 youknow, coming out of school that great job. I recruited first focus groupsall over the nation. We use content contact and at the time I hadnever heard of it, but now it's kind of cool see how they've grownand 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 Divisionhere in New York City. That continue just open my eyes to different opportunitiesand that I didn't have to be in one specific area or kind of onmy end being an aid unty. The next school. You know, whenyou are successful, to take on the sales role, and that wasn't forme. I truly do. You love the people aspect, you know,of my job, just getting understand what people might what's going to continue tomake them happy. And when you are able to get someone into a jobthat they're truly happy with, there's no more joy on, or at leastfor me, because we're all spending so much time at work. It's likeliterally ninety percent of what we all do, whether we want to mate or not. Yeah, so, yeah, so that's how I kind of gotinto the startup world. I've had a few great jobs, Zack doc beingone of them. Off For pop was another great environment, lit another greatenvironment that I'll speak to all just giving me the tools where, I wouldsay, gave me the opportunity. You...

...were recruited all these places. It'slocked on. Yeah, for pop, always a business recruiter, working moreso 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 hugein the period of height back in link early thoughts or whatever they early tenyeah, that was definitely a good leaping point for me and I've created orbeen able to establish a ton of relationships that I continue to have, youknow 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 lessonsand insights that you have about about being an excellent recruiter convincing people tocome work at a company? What are your you know, what are yoursecrets? Yeah, and I would say they're as you said, there area ton of similarities between recruiting and sales, and the one that I'll speak toknow right aways. You don't want to burn any bridges. You wantto make sure you're managing and understanding their relationships, that you're kind of takenin on a daily basis and kind of that front and work that you weredoing sales. Just as far as the discovery phase and planning that, youcan also see that in recruiting, just as far as building out your pipelinekind of six months in advance. And one of the first things I learnedat Artech is the connections that you're making. You know today it will be thejobs that you feel six and nine months on the line and it's beentrue throughout my entire career and I think there's a lot of similaries there tomaking those same connections and sales and building your pipeline as well. How doesyour mind set shift, you know, when you're at an agency, Ifeel like, I mean, are you always only just representing the employer versusthe employee? What's your point of view on like prolonged or protracted negotiations betweena potential recruit and the company? Do you ever find yourself kind of arguingor 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, youhave 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 besttalent, but at the end of the day, that best talent has acome and happy and make sure that they can find a sustainable career within thecompany. So I definitely have to make sure I'm understanding their needs, what'sgoing to make them happy and taking that next steps. You definitely have tonegotiate both sides. Yeah, I mean what's changed? You know, you'vebeen doing this a little while. From my perspective, it's a hottest jobmarket I've ever seen. What's your perspective on the job market? What's YourPerspective on compensation? You know, give us, give us a lay ofthe land. So I really kind of got into kind of the whole recruitingin two thousand and nine and I would say kind of seeing the shift overthe last twelve years or so from being in demand added demand and also seeingthe economy turn in a few different ways. What's really interesting right now is thatthe demand is so high. I think people or leadership is really takingthe time to value talent and how that's going to make their company successful inthe long run. So areas that you know, people speak to a lotmore within the meetings are retention and attrition and you know how data potentially affectthose different, you know, two subjects. So I would say those are themajor things that I've seen is that there's definitely a lot more care ortime spent understanding why people could potentially affect your bottom line. Have Employment termschanged, 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 beenfired so often. I'm a I'm a big proponent of pre negotiated severance andthat's really a tricky thing. Sometimes people get really pissed off when you bringit up and sometimes people understand. But have you seen any evolution in termsof, you know, typical terms that an I play you might get whenthey join? That's a very interesting much. So I had not seen terms aroundsever and kind of change, and I would say that something that itis probably dependent company to company. I...

...think even being in a position tounderstand 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'tunderstand that that's potentially an option, you know, especially going into leaving companyor even much just say taking on a job, knowing that you could potentiallynegotiated that on the front and so conversation like this, where you know butthose are someone here's us and educates himself on that going forward, I thinkit's very valuable. Yeah, totally. So what's your what's your perspective onjust the changing startup environment. You know, you're working for next door. Yeah, well, you know, what do you what do you see outthere? And I'm not what's anyway. Yeah, I'll stop there. Ihaven't feeling. Yeah, so I kind of started with the fact that Icame in, you know, with offering lunch in the word doctors, andI would say at this time there were nurse were no startups. I neverheard the term. I wouldn't even kind of considered taking on a role thatwas a startup just because the resources were at such a minimum. And thenwhen I did take the job with mimeo on two thousand and thirteen, thatwas because starters were such a big thing, especially in New York. Companies likeBuzzfeed and ZOC DOC we're popping up all around and you heard of someof the like great advantages perks that were given at these comments, which Ithink that was kind of a pull at that time. I think what yousee now now is the companies, especially in the star round, are somuch more well rounded. Their benefit package are definitely more trend much more tothe advantage of the employee and as a whole. They taken the time toreally understand what's it going to take to keep these employees or take good orkeep good talent around, because there are so many good startups, especially inNew York and San Francisco. It is such a competitive environment. I've seena ton of kind of the same faces moving from company to company and reallyjust looking to kind of leverage different lines of experience to continue propelling that nextcompany, and I think that's kind of something that will continue to see asdifferent startups evolved. You get companies that have been around for eleven, twelve, thirteen, fourteen years that are still in that startup brow. What aresome of your favorite benefits that you're seeing out there? For if we've gotan employee employers listening that want to improve their benefits package and make yeah companya great place to work, what do you think what goes in there?I think the first thing is taking, you know, the time to doa survey and understand what your employees internally really want. One of the shipsthat I've seen that next door more recently is that this year we decided todo a match when it comes to K and that was a huge different makerswhen it when you're looking at the specific data points of potentially moving up andplay happiness for much to say, Eighty five to ninety two, ninety threepercent, and those things do go a long way when you're looking at I'mplayer attention, but tantwer your question specifically of different programs that I'm seeing orthings that are popping up that I feel like I'm buzzing, I would definitelysay 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 thosebenefits 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 thousandsof dollars. Sometimes. Yeah, and I think when you know, sometimeswhen 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 sayyou take the survey, you see what really matters to your employees andyou 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 careergoals? You know you you're a business recruiter at next door. You're recruitingfor people, Finance and legal functions. How have you thought about your career? Where do you want to end up? What's your goals? Yeah, sothat'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 beenlucky enough to see things chained and advanced so much that I think my careeropportunity outside potentially like being a director people...

...are leading a recruiting team at apublic like next door, you know, potentially add another company. Outside ofthose opportunities, I think I could still potentially get into selling. When lookat like people and and analytics, I it's something that I've really kind oftaken on the last year, kind of trying to advance myself and learn alittle bit more around so that I know when kind of look at larger companieslike a Google or an Amazon, those are functions that go a long waywhen kind of building leadership peoples. What goes into people in Olytics? Whatgoes 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 andretention, and Mut's just say, you know, over three years you wantto understand kind of why you've had thirty percent rate of people leaving on theengineering side and you know that all you sit out of the bay, oryou know potentially why twenty percent of your New York staff has decided to getup and leave. But it's really just getting a better understanding of, youknow, why things flow the way that they do and then being able tokind 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 veryfast rates. You know, we see companies going from like five hundred tofive thousand and really being able to speak to leadership of the best areas tokind of grow from five hundred to five thousand. is where you would whereI would hope to really come in and be a resource from a people anda litic standpoint. Cool do you do all do personality profiles, or doyou have a point of view on things like that in the interview process tofigure out people are cultural fit? I'm so lucky that I don't have torely on things. I have been very fortunate that people are open and honestand take the time to give me an understanding of kind of what it willbe to make them happy or kind of from a person I stand by whatthey need to kind of get along with their manager or what type of teamenvironment they need to be successful, and so I haven't had to rely onthose and I think more suiter swings really to like the Myers great says andthings that sort, where those have been effective, and I've done these morein my team breakout settings. Is just continuously getting a better understanding of kindof how I'm assessing talent or what bias I may have come across over thelast year or so in speaking to different kinds or speaking in different industries andthen making sure that I contained a hone and on those and continue just beopen and continue assessing in an open minded way. Are you are you seeingany 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 placeswhere you can get education, professional education, that some people are puttingless emphasis on whether someone's even gone to college graduated from college, because they'rejust more focused on the upside potential of a person that maybe was in asituation where they weren't able to go to college and so that's the reason whythey didn't. Yeah, so I'm definitely seen as a whole companies, highmanager or high stakeholders be more open to actual experience being what gets the personthrough the door rather than them needing to have a specific degree or a specificpedigree, you know, or like coming from ex school. I think whenlooking at kind of what we do on our recruiting team and how we lookto 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 highmanagers on things of that sort, you know, if we're looking college educationor potentially telling them to look at other backgrounds or other industries as we continueto grow on scale out of our company.

What do you think the biggest challengecompanies are going to face over the next year as they try to growand attract great talent, it will be keeping town because there are so manyopportunities available right now. I think the recruiting market for talent that can potentiallychange or continue, putting you into a situation to grow scary company. Noone 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 ofhungry CEOS out there who want to bring in the best talents and they're notgoing to get limited by resources to get that down. It's great, greatthoughts, great advice. Hakeem. It's been awesome having you on the salesackerpodcast 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 reachout 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. Youknow, 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 atgmailcom. And Yeah, I would love to in any way help outwith any career advice or just any specific questions on how to get things movein if there are any slow points and kind of interviewing or even kind ofgetting that first initial process started with a company. Definitely happy to lend ahand. Awesome, I came. Thanks so much and we'll talk to youon Friday for Friday fundamentals. Sounds good. Say. I appreciate the time everybody. Sam's corner. Great Conversation with the Keeen Myers. I game didn'ttell you this, but yeah, he is building lost power during Hurricane Henryand he was doing that podcast from his car. So He is a trooperand we really appreciate him him taking the time to be our guest on theshow. The thing I would just point out is from this conversation employees,prospects, recruits, candidates, human beings, whatever you want to call all ofus that work for other people. We've never had more power than wehave right now and companies are scrambling to find the best talent. So makesure that you take advantage of this opportunity. If you're currently an employe, advocatefor a better benefits package matching. K HACKEM even talked about companies providinginfertility support, meaning people that are struggling to get pregnant, helping provide accessto and vitro fertilization or other types of tools. Really powerful benefits that canmake your company a great place to work. If you're a candidate, here's mymy 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, justremember, everything is negotiable. You can ask for anything you want. Doesn'tmean they'll give it to you, doesn't mean they might not get they mightget annoyed, but you can ask for it. And one of the thingsthat I think is so important, that I've talked about so much, isseverence, especially for executives. The average tenure of start up executive is undera year and a half, and what that means is that people need tomake 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 Iwould ask for six months if you're going to be an executive and reallytry to maybe even get as much as twelve six months of your base pathsalary paid in one lump sum, not through, because sometimes the might writenormal 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 withthem 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 andI hope you find a useful before we leave, let's tell you about someother things. If you're not a member of the salesacker community yet, you'remissing 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 starta discussion at sales hackercom. Of course, we've got three sponsors we want tothank. Outreach. Learn how outreach does outreach by heading over to outreachdot AO, forward slash on outreach to check out how they do outreach,using that word a lot. Outreach. Also pavilion right. Take a lookat sales school SDR Acceleration School, Chief...

Marketing Officer School, Frontline Manager School, Customer Success School. We are launching all kinds of different amazing programs thatwill provide you full training and certification, not just for you but for yourentire team. We have an entire corporate program called Pavilion for teams. Checkit out. Go to join PAVILIONCOM. And finally, air call set anew standard for sales productivity and performance by switching to a phone system that's bestfriends with your crm. Get twenty percent off your first three months at aircall. At Air Call Sales Hackercom. That's all I have. If youwant to get in touch with me, you can Sam a joint PAVILIONCOM putsalesacker 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 emailinbox has somebody else's to do list. Remember that. I'll talk to younext time. Folks,.

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