Why Am I So Hands-On With Hiring?

My typical workday? It includes a mix of digging into resumes and interviewing potential hires. You might wonder why, as CEO, I am so hands-on with hiring. Some even think that when the CEO responds quickly to job applications or jumps into initial interviews, it implies we’re a small company, or I’m a bit of a control freak. Alright, maybe I can be a tad bit controlling at times, but trust me, we’re not a small company.

But in all seriousness, I see hiring as a top priority as CEO because of one rock-solid belief: our people make BlueModus great. They’re the lifeblood of our company, defining who we are and what we stand for. You see, as a technical consulting agency, which is what we do at BlueModus, our most precious asset isn’t fancy tech or clever strategies – it’s our people.

From day one, BlueModus’ mission has been plain and simple: hire fantastic talent, give them the tools they need, and let them work their magic for our clients. We find that doing outstanding work brings more work and a ton of happy clients. It might sound a bit simplistic, but hiring and keeping top-notch people has always been the secret sauce behind our success and growth.

It’s crucial to note that hiring decisions aren’t solely my call. At BlueModus, we have a pretty robust interview process. Including me, candidates meet at least ten BlueModians, each with a voice in our decision-making. Nevertheless, I believe (and hope) that my direct involvement in hiring sets the tone for its significance throughout all of BlueModus. My team understands that bringing the wrong people on board can tank morale and hurt our reputation with our clients, whereas hiring the right people will ensure our culture thrives, our clients are delighted, and our growth accelerates. In contrast, while many other companies view hiring as just another item to tick off their to-do lists – that’s not the mindset at BlueModus.

Our hiring approach is also different from that of many other tech agencies. We’re not just looking for remarkable technologists. We want great people who fit into our culture, share our values, and are remarkable technologists. With nearly 150 colleagues spanning over 30 states, it’s imperative that every new addition can excel in a remote environment, possesses an unbridled enthusiasm for tackling tech challenges, embodies humility, and, above all, is a genuinely good person. Simply, we want it all and do not settle.

Now, what’s my golden rule for picking the best candidates? Sure, we can teach them projects, platforms, and all the ins and outs of the BlueModus way. But there’s one thing we can’t teach – passion. Over the years, I’ve learned that passionate people have the magic sauce that fuels BlueModus’ success. They don’t shy away from flipping client challenges on their heads, take risks, and aren’t in tech just for a paycheck – they love it. And I love seeing that passion in an interview.

My involvement in hiring is not merely about building a team; it’s about safeguarding and nurturing a culture that’s the bedrock of our success. Our colleagues aren’t just faces at BlueModus; they are the very essence of BlueModus. Therefore, I focus a lot on keeping our A-team and bringing in more of them.