Das Grand Slam Offer für Mitarbeiter

0:00So, you're right now, because of your size, you're competing in a in a in the type of person you need, you're competing with a lot you're in a very competitive industry in terms of talent. Yeah, and so I I imagine you're competing against some of the AI guys, you're competing against a lot of tech companies, and the value and P P E and the value that they provide, I would had to guess, it's just lots and lots of money, which I think you have the ability to do that. Yeah, we pay well. But, they also have the ability to offer like equity for this like lottery ticket, maybe. I don't know what else but there's some many things that they offer that you can't. What do you have to offer to them other than market rate or above market rate money?

0:39Yeah. Um it's growth and impact. Like if you were to ask everybody in the company acquisition.com what's the number one thing that they come for, it's growth. Like they like none of those companies are grow like not none. A lot of those companies aren't growing at the rate that we're growing, and so there's so much career advancement and opportunity. Um we are very meritocratic. And so like anyone can come here and move up independent of of age, you know, even in even independent of tenure. Like we had a guy who came here 90 days ago and got a very large promotion after coming in at a pretty high role already, just cuz he demonstrated he was great and we're like, "Great, we have this opening. We think you'd be the best fit." And the growth is the the revenue of the company, which then means you pull people up to higher roles. So, then basically in order to attract A+ talent, you have to you have to grow fast.

1:25Yeah, I mean exactly. [laughter] You have to grow fast. And I do think that's a virtuous cycle, which is like the faster you grow, the more intel you get, which grows you faster, and so like it can also be a vicious in the other direction. It's mostly vicious in the other direction. Yeah, yeah, yeah, yeah. Yeah, you're shrinking and you have no money to give people. Yeah, it gets it gets tough. Or like a lot of businesses are like growing only 20 or 20% a year, I don't know, some like fine but mediocre number, and it's like what do they start if they don't have growth in order not growth in terms of just the money to pay people, but growth in order to impress the right people to join them? I think it all depends on what like opportunity and the level of tech like the pool that you're competing against. You know, like if you are an AI true AI, you know, company, you know, it is super competitive. On the flip side though, like if someone's going to start a new division for us, I can just say like I can guarantee you demand. Not a lot of people can do that.

2:16And so like it's not a question of whether this will work or not. Is it's is this the best use of the demand that we have? And so it becomes an opportunity cost question, but a lot of people in some ways it's like it's less risky to come to ACQ because we have so much demand and there's just there's so much opportunity. That's basically it. Like if you're working for Jimmy's, let's say, you know, let's use a different brand. Like Mr. Beast, like he has virtually a limitless demand. And so if if if he said, "Hey, can you help me spin up whatever, pick a pick a random thing. If if Mr. Beast was going to say, "Hey, let's start an umbrella brand." It doesn't mean like he for sure will sell umbrellas. It's just not the best use of his resources, right? And so it's like we need somebody who can come in recognize the best vehicle for the demand that we have and then be able to obviously execute it on it. But, a lot of people don't have that like built-in guaranteed you know, they just don't have that. And so that becomes actually significantly riskier despite, you know, what other quote perks might exist. And so it's like you have guaranteed demand, you have basically guaranteed growth as as as fast as you can grow, we can grow.

3:21And that's and we also still pay exceptionally well. And so with those, you know, those three things put together, we can get very very good talent. And there's also people that are just very mission-driven. Like we have a lot of people who come in and are like, "I've consumed your stuff for years and I saw the the recruiter reached out to me and I was stoked." And that that was it. Like there's just in some ways it's like, you know, private equity number 17, it's like they're all it's almost it's just commoditized. Like the their business is commoditized. It's just not that interesting. And so they have to compete on price. And so their price is their comp. Whereas if you have a value proposition, like what's the what's the grand slam offer from an employee perspective rather than a grand slam offer from a product perspective, cuz it's still the exact same process of acquiring talent as it is to acquire customers. It's just a reverse funnel.

4:04Real quick, if you are a business owner and you are not growing as fast as you'd like, I'd like to give you a free gift. So, my team and I put together the $100 scaling roadmap, which is basically 200 hours of us looking over all the portfolio companies we've had and what stages of growth they went through and more importantly where they got stuck and how they got past it. And so we broke it into these 10 stages and we made this little kind of quiz thing where if you put in your business information, it'll tell you where you're at and the most important part for you, what to do for each of functions of the business across product, marketing, sales, customer success, recruiting, IT, human resources, and finance. And so no matter what you're struggling with, someone else has already struggled with it and solved it. And so I'd like to give you this thing absolutely free. You can go to acquisition.com/roadmap, plug in your business information, and if you want us to actually help you deconstruct the business and you're trying to scale, we'd love to help you out. On the thank you page, you just book a call with my team and we will look at the business, see if we can help, and if we can, we'll invite you out to Vegas and we'll do this in person live.