HirexHire is Building a Great Company for Great People - Hire by Hire
Chuck Baren
Strategy and Architecture Program Manager, Enterprise Digital Core – Platforms
Introduction
In this six-part series, Chuck Baren, COO at HirexHire, will outline why and how we are building a great company for great people.
At HirexHire , we’ve had great success serving our clients during their periods of rapid growth, and we have proven to the job seekers we place that we know what great companies look like. In the last 12 months, we have tripled our size and must be very mindful about how we manage our own ongoing rapid growth phase. We understand that in order to be successful in the long run, we need to attract and hire great people who will choose to work here for a long time.
Many principles of great companies align directly with what great people want in their work lives. We’re actively building these principles into our regular working routines and our company culture.??
Transparency is an important one.
Transparency at the leadership level includes being clear about the vision for the future and how everyone can help get us there. It also means open communication about the near term so employees can understand decisions and feel good about how they’re contributing to our success.
Our employees are great people (we wouldn’t have hired them if they weren’t). But even great employees won’t stay for very long if they don’t love where they work. So to demonstrate to our employees that we intend to be accountable for our commitments, we’re being publicly transparent by outlining how we plan to build HirexHire into a great place for them to work for a long time.
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About HirexHire
HirexHire ?(pronounced: hire by hire)?is a Chicago-based recruiting and talent consultancy that integrates with companies short-term to provide long-term talent solutions.?We take a seat in our client’s everyday operations to understand their people, goals, gaps, and challenges. We then develop and implement the processes and technologies to execute a sustainable and scalable talent plan.
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We partner with companies expecting or experiencing high growth, leading them to hire at scale or fill a critical role rapidly. We develop and execute creative strategies to carry out all aspects of the recruiting process: crafting job descriptions, building candidate pipelines, vetting candidates, conducting interviews, negotiating offers, and leading new hires to their first day on our client’s team.
HirexHire was founded in 2018 with an initial investment by founder and CEO Mike Durec. The firm found its first customers through Mike’s network in the Chicagoland startup community. Consistent success has led to a sterling reputation and steady growth. The company has more than doubled its number of customers, revenue, and employee base each year and is showing no signs of slowing down.
About Mike Durec
Mike Durec , Founder and CEO
As Founder and CEO, Mike partners with operating executives and investors to develop and implement processes and technologies to successfully attract and retain talent.
In his past work as a corporate recruiting leader in technology, Mike crafted and managed strategies to hire thousands of professionals across many functional areas worldwide. He has led hiring initiatives in the US, Canada, Mexico, Brazil, UK, Germany, France, Australia, and India. Mike brings practical leadership experience and a legacy of success to every engagement.
HirexHire now operates with Mike’s proven approach, deploying empathy with candidates and hiring managers and advocating for the best interest of both parties. Mike emphasizes the two-way relationship between the employee and employer, resulting in long-term people placement and greater work-life satisfaction.
About Chuck Baren
Chief Operating Officer
Chuck Baren has more than 20 years of experience working in professional services for SAAS providers, most of which was with Fieldglass, where he helped it grow from 20 employees and no revenue in 2000 through its $1 billion acquisition by SAP in 2014. He regularly received high marks for the level of employee engagement of his teams for which he prioritized people management and the need to attract and retain top talent by building an excellent place for them to work. By the time he left SAP Fieldglass, the professional services team he led had grown to approximately 200 employees.
Chuck wrote about his experience leading his growing team at Fieldglass through challenging periods of rapid growth in Money Matters, Top Tips for Success, the Business Leaders Edition, volume 3. His chapter entitled “People Management is Key to Survival in a High Growth Environment” helped propel the book to Amazon Best Seller status in its first days of release.