According to Zenefits, the cost of hiring the wrong person can be anywhere from $6,000 – $15,000. Other sources peg it at a whopping $240,000. Not only is their salary a sunk cost, but you have to include the time spent by other team members hiring and training that person and their replacement. You also have to consider intangible costs like lower morale and overworked team members. It’s important to get hiring right the first time, and with that comes an intensive hiring process. Let me take you through ours. [Read more…] about Hiring at UpBuild: Making the First Try Count
Since most of our engagements are pretty heavily tailored to our clients’ needs, we don’t really have a “standard engagement” at UpBuild; while there may be similarities, each of our proposals is unique. There are a ton of things we can do for our clients; there are also a few things we absolutely won’t do.
Of the items on our “Non-Negotiables” page, the one I’ve heard the most prospective clients push back or express surprise about is our policy against entering into pay-per-performance contracts for any reason. In the spirit of Transparency (one of our dearly-held company values), let’s talk a little bit about why we don’t do that. [Read more…] about Why We Don’t Do Performance-Based Compensation
In our leadership meeting the other day, we were discussing sales forecasting. Specifically, how I’d love to get more solid models in place, but haven’t yet figured out what those models would look like. Frankly, I’m not sure I’ll ever have the answer for perfect agency sales forecasting, but luckily I’m not alone. Plenty of other people feel my pain (see here). That’s another blog post entirely, but it did get me to thinking about agency hiring strategies and why I believe proactive hiring is ideal.
Admittedly, I have an agenda, and that’s to get you to consider hiring proactively vs. the reactive-to-sales hiring that we’re all accustomed to. It can be difficult in an agency since sales have a certain ebb and flow, and you don’t want excess overhead for an extended time period. I get it. However, in many cases, trading a little short-term profit for a more solid hiring and onboarding experience can have several long-term upsides. [Read more…] about Making the Case for Proactive Hiring
Team member compensation can be tricky. No one really wants to talk about it, yet it’s top of mind for everyone. In 2018, it’s no longer enough to simply offer competitive salaries and perks – it’s also crucial that your team has transparency into exactly how their compensation is determined. Does this mean total salary transparency is the logical path for every company? I applaud companies like Buffer who’ve made salary transparency at the individual level work well for several years, but at UpBuild, we’ve decided it’s not the path for us right now. Even so, in thinking about our core values, it was important to us to design a transparent, fair, and attainable rewards system. A system that is available and easily understood by everyone (both internally and externally) and that’s based on intentional rewards for measurable progress vs. arbitrary raises determined by gut feelings.
When thinking about this system, it’s important to remember it’s exactly that: a system. If we want UpBuild to be the best place for technical marketers to work, we should be thinking about how we can compensate them in ways that support many different areas of their life. This post is about how we’ve chosen to do that. [Read more…] about Compensation at UpBuild
From the outside, the back-end of any marketing agency probably looks the same. You have an individual or team handling administrative tasks like running payroll, managing benefits, and sending out invoices, while the strategy team acts as the face of the agency, working with clients and making marketing magic happen. However, having those in operations roles act in an administrative capacity and nothing more leads to missed opportunity and unrealized business impact. When operations team members are integrated with the rest of the business, rather than existing on an island, parts of the agency can be optimized in ways that have a tangible impact on team member engagement, client satisfaction, and management dependencies.
I’ve worked for and consulted with several different marketing agencies internationally in various stages of growth for the past five years. There’s something special and exciting about helping a business define and optimize their structure and operations early on, so when I had the opportunity to do just that with a group of shameless idealists at UpBuild, I had to jump on it. Mike brought me on so that I could focus on UpBuild’s growing operational needs and in turn, allow him to return his focus to strategy and subject matter expertise. Knowing this, I had two goals top of mind when starting: [Read more…] about Optimizing Operations: 3 Initiatives for Immediate Impact