We don't just offer recommendations. We measure. We strategize. We implement. We're an extension of your team.
Get your culture right and your talent strategy will follow.
exaqueo helps companies create both a culture they want and one that drives growth. It won’t be for everyone, and that’s fine. You need to define the culture of your business and then create a plan to infuse and manage that culture to keep it alive. That drives a talent strategy to find hires that fit your culture. Sure, great people will self-select out. But that’s what you want and we’ll tell you why.
CASE IN POINT
We partnered with a start-up based in Las Vegas after their Series A round of funding. We led them through the process to create their core values and what we call work rules–how you hold employees accountable to those values. We then pulled that through for them into an onboarding guide. This made culture clear and transparent to potential hires and new hires. Here's how one of their new hires reacted:
“This is a great guide! I have (and you probably have also) worked in somewhat hostile work environments, and I love that you put this together to set positive expectations. After some not so great experiences, company culture is a big factor in my decision making. The people you work with can make or break your job. All companies should follow your lead. [The Onboarding Guide] is also a great guide! I really appreciate the forethought to make sure I/other employees learn the in’s and out’s of the business. It can be hard to get clear answers or ask the right questions. The guide is basically a combination of future questions I had, which will now all be answered in due time.”
Our culture work for clients Victory Marketing Agency and ORS Partners was also featured in SmartBrief's Blog on Leadership. Read about the impact we made.
Employees care about who they work for.
An under-appreciated, but important part of growing your business, employer brand is the perception of what it would be like (prospective employees) or is like (current/former employees) to work at your company. Your employer brand has to be a clear, transparent portrayal of what it is like to work for your company and what it takes to be successful. It pulls back the curtain and gives a real glimpse into work-life, driving the right talent to your door.
CASE IN POINT:
exaqueo worked with a software development company in a large, Southeastern US city to create an employer brand. We conducted workforce research to understand why employees chose this company over big name, Fortune 500 companies with higher salaries and bigger brands. We learned what the most successful employees at this company had in common and how that aligned with the company’s cultural values. Then we created a brand concept, brand creative and a strategy to extend the brand into the local marketplace to compete for the right talent–aligned with the culture.
Hiring the best people isn’t a strategy.
Start-up and high-growth companies think they want the best talent. But as one founder told us: “I now have 40 of the smartest tech minds. But they all hate each other.” A talent strategy is the single most important factor overlooked by leadership teams when growing. Instead, leaders and founders opt for the best in skills without ensuring company and culture fit. The reality? Success requires both.
CASE IN POINT
We partnered with an educational non-profit recruiting for low-yield but highly competitive roles. We analyzed their entire recruiting stream and reorganized their process to hire more efficiently and for better fit identifying where talent was falling off in the process. We used research to address a difficult employer brand that existed for them in the market. We included tools of the trade in the process: technologies, platforms and systems in human resources and talent acquisition so they could streamline their efforts and measure results.