How This Woman-Led Company's CEO Chooses
Her Staff
·
Sufferfest beer company
Caitlin Landesberg is the founder and CEO of Sufferfest beer
company.
Starting a company? You might need a
drink. More importantly, though, you will need a strong staff in order to
succeed.
Caitlin Landesberg is the founder and CEO of
Sufferfest, which employs 17 individuals, including 4 part-time employees.
Landesberg dreamed up her functional beer
to quench her thirst after running in San Francisco. She teamed up with
an all-star brewmaster to perfect her recipes in 2015. The beverage
assists with workout recovery, containing vitamins and
micronutrients.
Sufferfest
Sufferfest has 17 employees, 10 of which are female.
Before establishing her own company,
Landesberg worked for Strava, an app that tracks workouts.
Throughout the years, Landesberg has
recognized a few important points when it comes to hiring and retaining her
employees. And judging by the brand's ability to flourish in
a competitive, male-dominated market, she knows what she's doing.
Read on for the seven tips Landesberg uses
while looking to hire new rockstar team members, help them flourish and
keep them happy. (Including what brands should note about their own
shortcomings.)
1. Hunger
Over Experience Any Day: Enthusiasm and work ethic
can be an incredible combination in a start up environment. "If someone
has the can-do attitude to roll up their sleeves and wear 10 different hats in
a given day, I want them," says Landesberg. "Too much experience
too early can be expensive, bring bad habits, and leave a lasting impression on
culture that may not actually reflect your core values. A little bit of
experience with the right motivation is a gift that keeps on giving."
2. Embrace
Your Unfair Advantage: When larger businesses are
offering candidates more money, remind yourself what you value. "Find that
like-minded diamond in the rough," says Landesberg. "The right
person assigns real value to the right culture fit: flex time, limitless
vacation policy, volunteer days, educational and athletic pursuit
opportunities, and of course the opportunity to be one of the first at a
burgeoning brand. Underscore the benefits and perks that impact real happiness,
and you’ll be surprised what wins someone over."
3. Plant the
Seed and Watch it Grow: Align the team with the
same vision and the same message. "During the interview process, I like to
feed the candidate key messages, company terms and soundbites, painting the
vision for Sufferfest in all of its glory," says Landesberg. "A
promising candidate gloms onto the messages and repeats them back in each
interview, becoming well-versed and bought into our mission. If things go well,
they’re selling us on the way out!"
4. Live the
Brand. Truly: Be authentic! "I look for teammates who genuinely live a
lifestyle that fits with our brand and office culture,"
says Landesberg. "For my team, we are rooted in a love for
adventure, we embrace change, and we sincerely respect others. When we hire
people whose values align with ours, they will be happier, are less likely to
burn out, and will positively contribute to the workplace environment."
5. Check
Your Own References: Do your homework and tap into your own network
to learn more about the candidate. "Adding a new team member to a small
team is a big deal," Landesberg. "Headcount is costly and each
addition influences culture permanently. The benefit of this extra step is
invaluable and usually results in me feeling even greater affirmation about the
decision."
6. Meet
Again Over a Meal, or at Least a Cold Beverage: A more
casual setting as a follow up helps interviewers get a more accurate read
on a potential teammate. "A meeting room is the best place to conduct a
job interview," says Landesberg about calling back candidates
for a second chat. "Are they able to move past the nerves and ideate
on the fly? Can they be open about questions or concerns? Supporting a deeper
connection during the interview process sets up both parties for long-term
success."
7. Show You
Care: Retaining important players is key. "A business is
nothing without its people. Keeping your stars shining bright doesn’t always
mean a pay increase," says Landesberg. "In fact, many
studies show that the number one thing an employee desires is acknowledgment.
Number two is to be heard. Routine reviews, handwritten thank you notes, gift
certificates for a date night after a long road trip have all helped me show my
team how important they are to a building a booming business. With so much
effort spent on finding the right hire, losing good people becomes a very
expensive prospect.
Hilary Sheinbaum , WOMEN@FORBES
https://www.forbes.com/sites/hilarysheinbaum/2018/04/26/how-this-woman-led-companys-ceo-chooses-her-staff/#26164b305b2c
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