The 100 Book Q&A – Lessons Learned Starting Intertech
In the beginning, it was controlled chaos. I worked insane hours, I took on any project regardless of whether or not it was in my wheelhouse, and I was so focused working “in the business” that I didn’t work “on the business.” I learned a lot of lessons starting the firm.
One of the biggest lessons I learned was that great people make a great organization. When hiring, take time, be stringent, and be consistent. When I was starting out, I was so focused on not missing out on work or opportunities that I was too quick to hire—I’d hire someone over a coffee. Today, we have eight separate steps in our interview process and hire only one out of every 20 applicants. The process is thorough, and the right employees appreciate that we set a high bar. The wrong employees are weeded out or opt out themselves.
I also learned that life is short. For clients and employees, if it’s not a positive relationship, cut bait and move on. When starting out, I would tolerate the employee who was technically gifted but who acted like a prima donna. I would tolerate the client who used berating as a tool to get more “value” out of the work provided by our team.
Today, we have a thorough hiring process, but when we make a mistake in a new hire, we’re quick to fire. It’s a similar story for clients. While it doesn’t happen much, if there’s a client who sees us as a “bar of steel” and not a partner—or thinks raising their voice is a motivational tool—we’ll finish up the project professionally and pass on future opportunities.