wattsnextpx

That voice in your head before making an offer that whispers "I hope this works out"? It's a warning sign you shouldn't ignore. Your business deserves better than a roll of the dice. I just published a new blog post revealing how one SaaS founder wasted $400,000 on four failed sales leaders in just 18 months. Not because of bad candidates, but because of a fundamentally flawed hiring process. . The research is striking: - Bad executive hires can cost up to $300K - Structured hiring processes are 71% more likely to succeed. In this post, I share a framework that: - Defines success before the search begins - Focuses on outcomes instead of resumes - Creates alignment from day one Click on the link in the comments below to check the full blog post.

Ping pong tables and Zoom happy hours? They're not fixing your retention problem. Your HR initiatives might be extensive, but are they effective? I recently discussed how most companies are wasting resources on disconnected "culture" programs that don't actually move the needle. The harsh reality: - Nobody stays at your company for free snacks - Nobody works harder because of your ping pong table - Surface-level perks don't create genuine engagement The problem? Siloed approaches: -Recruitment operates separately from onboarding. -Performance reviews follow a different philosophy than leadership development. -Each department creates its own culture bubble. What we need isn't more HR initiatives—it's strategic alignment across the entire employee experience. Real culture transformation happens when: - Every touchpoint connects to a unified vision - Your recruitment promises match your onboarding reality - Your performance metrics align with your leadership values. Are you building a coherent culture or just collecting random perks?

Hiring Shouldn't Feel Like a Gamble Three questions that transform your hiring process: 1. Could your top performers clearly explain what success looks like in their role? 2. Do your interviews reveal how candidates think, or just what they've memorized? 3. Does your onboarding process have clear 30/60/90 day success metrics? If you answered "no" to any of these, you're not alone. Most hiring processes are designed to find people who interview well, not people who deliver results. The solution isn't more interviews or better gut instincts. It's clarity about what success actually looks like. Because when both you and candidates know exactly what winning means: The right people self-select in The wrong people self-select out And "getting lucky" becomes irrelevant What if your next hire wasn't a gamble, but a strategic certainty?

What does a great company culture look like to you? Not just good. GREAT. Before you can align your team, you need clarity: - What kind of culture do you actually want? - What does it take to get there? When building wattsnextpx back in the day, I embraced a truth many leaders avoid: Our success required long hours and intense commitment—not a 9-to-5 mindset. Before you can shape culture, you must define it. What culture does YOUR business truly need to succeed? The answer might surprise you. What's non-negotiable in your ideal workplace culture?

The Job Description Trap Your job listings probably look like this: - 5+ years experience - Proficient in [software] - Excellent communication skills - Team player - Manage [whatever] process But what happens AFTER they're hired? How do they know if they're succeeding? What does "good" look like? How is performance measured? Stop hiring people for fuzzy tasks. Start hiring them for clear outcomes. Because talented people don't just want jobs. They want to win. And they can't win if they don't know the rules.

As the founder, you're the biggest bottleneck.? As the visionary, you see the 10x future.? As the leader, you build the team to get there. But here's what no one tells you: The structure that makes YOU central? is the structure that makes GROWTH impossible. To scale 10x, you need: ? - Decision rights pushed downward? - Accountability pushed outward? - Systems built for repeatability? - Roles designed for scalability Your 10x vision? requires your 10x team? which demands your 10x structure Are you designing for where you are?? Or for where you're going??

I am very excited to be interviewing Ashley Graham for EO New York next week at Hard Rock Hotel New York City. What an absolute honour! Yes I'll be posting pics!

"We trust our team" (But every decision needs your approval) "We want people to grow with us" (But there's no clear path upward) "We're building something special" (But your org chart looks like everyone else's) "We have ambitious goals" (But your structure was built for half your size) Your organization design reveals your true priorities. It shows what you actually value, not what you say you value. 10x companies don't just talk differently. They're BUILT differently. Is your structure aligned with your vision? Or is it silently contradicting everything you say?

Monday Culture Moves ?? Your challenge: Replace "Can you do this?" With "How will you do this?" The first gets a yes/no. The second gets commitment. The second gets clarity. The second gets results. Try it. Watch ownership levels rise.

Recently, I had the pleasure of sharing my story with Jeni (Elliott) Bukolt , Founder and CEO of HAVEN Creative Agency, on the?#GSD with Jeni?podcast. Join me for a real and raw conversation about my journey to overcoming obstacles, learning to?GSD?(Get Sh!t Done), and the lessons I’ve learned. We had a great time – take a listen and let us know what you think: https://lnkd.in/e-WH2tSP