What are a couple of the
accomplishments you're most proud of?
We
passed our 10 year anniversary last year and I'm really proud of
the team we've built. The team is really my biggest asset here. The
level of experience that they bring is significant and clients
really trust us. They turn to us when they need an experienced
partner that they can trust. And when we do great work, we get more
work. There are three things that kind of come to mind. One is
being the first outdoor industry professional services firm to
become a B Corp, or at least the first outdoor industry recruiting
firm, for sure. We certified in 2013, and we've recertified three
times and scored higher each time. They get harder every time. And
we also, for the last six years in a row have earned B Corp's best
for workers award. So this coupled with the opportunity to work
with so many great clients has been huge in helping me attract
top-level talent to the firm. And then the second accomplishment I
think was, a decision I made shortly after I started this firm to
really expand our client base beyond the athletic and outdoor
industry. So we do work in parallel consumer sectors, such as food
beverage, grocery, natural products, restaurant hospitality. And
this really aligns us with the way PE firms operate and the way law
firms operate with consumer practices and the way investment
bankers work. So this strategy has really helped us create more
stability for the firm, which then allows us to invest more in the
team, the tools, and the causes we care about. And it also enables
us to sort of cross-pollinating to generate a more diverse range of
candidates for clients.
And that's really smart too because
it gives you a lot of opportunities to bring a broader resource,
broader opportunities to both the client and the applicant,
right?
Yeah.
You might see someone who comes in wanting to focus on outdoor and
athletics, but you look at them and you talk to them and you
realize, you know what, you're going to fit way better over here.
Right? One of the differentiators is that we put a lot of energy
and effort into cultivating and engaging this talent ecosystem. We
have over 10,800 people following us on LinkedIn. We have a monthly
newsletter that goes out to 8,000 people. We have web traffic, like
2,500 to 3000 people a month hitting our sites. So we have a really
engaged talent network. And I think that's a huge differentiator
for us.
I
think the third thing I'm most proud of is launching our leadership
consulting practice. So last year and in the past 12 months, we've
really been working on communicating and integrating our new
capabilities and it's been really well received. It started with a
colleague and actually a former client, Dr. Ted Freeman, who's
based out in New York. He worked at Eileen Fisher, which is
basically like the Patagonia of the fashion world.
They're a highly sustainable women's fashion brand, and
very mission and purpose-driven. We did some work there, some
leadership, a CFO, and a board position, and Ted was our client and
he branched off on his own. He has a background in leadership
development, coaching, and assessment. And I started thinking about
how we could wrap these services around our recruiting and our
search work to create greater success for clients and to get people
ramped up faster and to be more effective, faster. So he, and a
bunch of his colleagues that he collaborates with have really
helped us broaden and deepen our work around leadership assessment,
onboarding, integration, leadership development, and coaching. Our
clients are engaging him and his team of colleagues to help do
really meaningful work. And so as the economy recovers, I'm
confident that this will become even more central.
Leadership is a word that's used very lightly. I've
found over the years, the more energy effort and thought that you
put into hiring and, and developing and, bringing the team along.
The more results you get, it's just part of that. The better the
team works together too. I think. There's a lot of things that can
derail teams and a lot of issues around culture and communication
and, people can be more effective. I think that's what companies
are realizing now. They don't have a lot of resources to hire a lot
of people, especially moving forward. So they have to make sure
that they get it right, and that the team is as effective as it can
be.
You probably have a pretty good read on
what's going on in the job market. What are you reading in the tea
leaves right now? How's it looking?
Um,
it's a mixed bag. So there's obviously a significant amount of job
loss. And to be honest, I don't think that everyone is going to get
hired back. Companies are not going to be like, okay, well, let's
get back to work and let's use the same strategy and the same
people, it's going to be a complete reset. And there's been some
acceleration points, obviously around digital and eCommerce. Some
of our clients are really investing in that even while they're
divesting other resources. Other companies are realizing, that
there are weaknesses within their leadership team, or they have a
key position that they still need to fill. So there are still, I
would say it went from a flood of opportunities and people calling
us every week to see if we could help them work on projects to a
trickle.
For
candidates, I think that means you have to really know your
strengths. You have to really know the job that you're best suited
for, and you have to go beyond. You can't just look at postings and
hope that you can apply and find a job. I think it's going to be
really competitive. And I think you're really going to have to make
sure that you're able to differentiate and communicate and realize
that you're going to have to have a lot of activity to be in the
right place at the right time because there's going to be such a
competitive market. I feel really bad for a lot of the newly minted
job seekers but at the same time. It's an opportunity for people to
reinvent and rethink and maybe chart different directions. And I'm
sure at the end of the day, even some of these companies that are
failing right now, they might get recapitalized. I know there's a
lot of private equity firms that might find these distress brands
and bring them back to life. And so over time, I'm optimistic that
everything will work out and that companies will actually be
stronger as a result of this because retail, let's be honest, it
was struggling already.vI'm trying to put a lot of resources on our
website and blog and being as kind as I can, you know, and my team
as well, to be responsive and supportive of job seekers. It's hard
to keep up though, for sure.
Who are some of the mentors that have
helped you along the way, building this great team?
I've
had a lot, Adam Baker, I talked about who was the person who gave
me my start. To this day when I call him, I thank him for giving me
my start. But what I learned from him, he was a great manager and
supervisor, and I haven't had a lot of managers and supervisors in
my career. So I learned a lot from him, always supportive, kind of
gave us a lot of freedom, even when we were very inexperienced, he
trusted us and very metrics-driven, a lot of communication and
follow-through, strategy and planning, follow-through, every month,
every quarter, I learned that.
Sue
Schneider, who was his boss. She was also very involved in guiding
the Nike apparel recruiting team and a super straight shooter,
great at team building. After I left Nike, she sort of was a
constant supporter. She's done tons of offsite strategy and
planning meetings for the firm and probably a dozen team-building
off-sites. And she never took any money. She always says just to
pay me with a bottle of wine and a restaurant gift card. So I got
to learn her favorite restaurants. She's fantastic.
Steven Gomez, who was the brand president at Nike
apparel when I was there, was sort of my boss's boss's boss. I
wasn't obviously exposed too much to Steven at Nike, but after
Nike, his mentorship really was around getting involved with the
community.
He's
been involved with a lot of really great organizations and he's
brought me in to do executive searches and we've also worked
together on a few nonprofit boards. He's very process-oriented and
he thinks through how to engage all the stakeholders. His
leadership is just Epic. I would pretty much do anything for him.
His values and his commitment to the community is just inspiring to
have in your corner.
One
other person that I mentioned is Jack Ramsey, he's been a brand and
marketing person. He worked for Regis McKenna, which is one of the
most successful PR and marketing firms, then Apple and Intel, and
companies like that in the early days. He really helped me bring
the brand to life and define our differentiation early on with both
firms and again, for little or no money. And his thing was
acknowledging that people helped him along the way. His expectation
of me is that I pay it forward. So I try to also support other
entrepreneurs as well.
How'd you get into podcasting, how'd
you discover it or decide that you wanted to do it?
It was
born out of a need. So you know, it's called How I Hire,
where I interview VP and C level executives to learn their best
executive hiring advice and insights.
So I
started looking for that content in the podcast sphere. And what I
found was there were some recruiters and search consultants sharing
their own views and some interviewing other recruiters and talent
acquisition professionals. But no one was interviewing the actual
hiring executives on how they hire. And I saw a huge gap in
information that existed out there. And so, you know, people don't
want to hear what I have to say. They want to hear what my clients
have to say. I love the format because I've interviewed thousands
and thousands of people over the years and it's my fascination,
learning, and interviewing. I found How I Hire dot com was
available and I recruited a top-notch podcaster to help me get
things off the ground. It's been about 10, 11 months and we've been
doing about one episode a month and we're about to kick it up to
two a month. I've been able to get some pretty inspiring leaders to
be on the show and it's been really well received and I'm super
excited about it. It's one of my favorite things to
do.
Where do you think that curiosity comes
from?
Hiring's not a perfect science, so I'm always looking
for content and it's so broad and deep. There are so many different
areas you can talk about, executive recruiting, selection,
diversity, there's just a million topics. And so the curiosity just
comes from a learning sort of mindset. The fact that I found that
I'm always talking about with our clients and, even when we could
go to parties, meet up with friends, I'm always fascinated by again
what people do and, and whether or not they're good at it. In
companies, there's a leader for marketing and an expert in finance
and supply chain and operations and product creation people, and
they're all masters at what they do, but everybody recruits and
hires and not everyone is great at.
Let’s talk about any nonprofit work you
do. I know you guys do a lot of that.
Yeah.
I mean, it really aligns with our mission as a B Corp and
as a purpose-driven search firm, about 5% of our work is nonprofit.
And we have some of that is pro bono. And some of it is at a
discounted rate. We donate about 1% of revenue to nonprofits
focused on equity and education and environmental conservation and
outdoor education. So we work with and donate money to
Nature Bridge and Open School and Big City Mountaineers, and Conservation Alliance, organizations like that. We also provide paid time
off for volunteer work and match employee donations. We've done
executive searches for American Alpine Club, Access Fund,
Bicycle Transportation
Alliance,
OIA,
Open School, and Period.org. Just to name a few off the top of my head. And then
we also have donated space in our office building that we moved
into last year. We have two of our desks are for nonprofits that we
support. So, yeah. I try to make that central to our purpose so
that 1% or more of revenue and we're trying to do more. I think the
more success we have, the more we can do.
What outdoor activities do you
participate in, do you still out skiing?
Not
as much, I really have fallen off. My daughter's 12, almost 13, and
she's become involved with the equestrian sport. So it's like a
year-round thing. She's always training and competing as a Hunter
jumper. And I love going to the barn and watching her train and
compete. It takes away from our ability to go skiing and hiking on
a lot of weekends because literally, it's both days and several
times during the week. I'm learning a ton about the sport. It's
fascinating.
Do you have any suggestions or advice
for folks wanting to get into the outdoor biz or grow their career
if they're already in the industry?
So I
could focus on recent college grads or more experienced people, or
do you have a preference?
So to
get into the outdoor industry, actually we have a ton of stuff
on our blog and have information out there where people can check
it out, but I'll give a good example too. Basically a lot of
college grads come saying to me saying that they want to get their
foot in the door, or I want to be in sports marketing. And, you
know, when I ask if they want to work with athletes or in product
marketing or in brand marketing, they're not really clear. They
just think sports marketing is outdoor or athletic. So I think the
first thing is you really need to do your homework and to
understand what jobs are out there and where you might fit in and
where the starting points are. and to get creative, you know, like
if you just apply to Patagonia, there are 9,000 applicants, you
know, for, I dunno how many internships, but a dozen at the
most.
So
it's very hard to do that. And I'll give you an example of somebody
who was successful, who I interacted with, from Michigan State. So
I got a call. This was three years ago, from this guy named Oliver,
Oliver Ambrose. He called me and he said,
“I'm a student at Michigan
State. I was looking at internships at Patagonia. I realized the
recruiter there used to work for your firm, Alyssa Kessler. And so
I started checking out your firm and I’m really interested in
learning what you do. And wondering if you have any internship
opportunities, I'll get myself to Portland for the summer. And
these are some of the other things I'm
doing”. And he started an
outdoor blog, he did travel photography, he was a double major in
philosophy and business and all this other stuff. He was obviously
ambitious. And so I'm like, all right, well, well, let's talk some
more. And we ended up hiring him and he came here for the summer.
We got him a bike so he could commute. He was great. In fact, he
worked for us for the entire rest of his senior year. Then he got
an internship at Prana, probably because of some of the work that
he did here. We even gave him a project around helping us become
carbon neutral, like evaluating our footprint. And so he got an
internship doing work on building a sustainability scoring system
and then he got hired in product sourcing and sustainability. He
made his way just by being really creative. I think that's a great
example. And there are a few other programs that might be like the
Portland State Athletic and Outdoor Industry certificate and Oregon
State has a product management program. And I'm sure there are
others.
You
are probably not going to get in the door doing the role of your
dream job, but you'll get in the door doing something and then work
your way into your dream job.
If you could have a banner at the
entrance to the OR show what would it say?
I
have two signs. One that says “hiring is a process, not an
event”. And that is the
more energy and effort and thoughtfulness you put into the process,
the better the results you get.
And
on the other side of the banner, I’d say,
“thank you for hiring my
team. I love everybody in the industry and feel
grateful.”
How about favorite books or books you
give us gifts?
Well,
lately I've been giving the book Made to Hire by Marin Huntley
and that's about how to get the
job you really want. And there are so many job seekers or people
interested in making career moves. That's a book that I've been
spending a lot of energy helping to promote cause I think it's
really good. She has a background both on the corporate side and in
marketing and she has also helped a lot of people. She has an
online program as well as a book.
Do you have a favorite outdoor gear
purchase under a hundred dollars?
Outdoor Research just came out with this essential face mask and it
comes with a removable filter system and a special coating on the
fabric that can provide some extra protection. I don't think they
can make any claims that it's antiviral, but the construction, the
ear loops, the shape, the way it's constructed looks really
comfortable.
Is there anything else you'd like to
say or ask of our listeners?
I'm
so grateful for the outdoor industry and I feel honored to be on
your podcast. I've really appreciated and enjoyed all of the
friendships and relationships and professional support that I've
gotten over the years. It's hard, you know, especially during these
times, where we can't see each other. I really miss everybody and
look forward to seeing things soon.
Where can people find you if they want
to reach out, email, Twitter, Instagram, go to the
website?
LinkedIn is great. You
can follow us on LinkedIn. You can reach out to connect to me. You
can InMail me. You can go to notogroup.com and subscribe to our monthly newsletter, which has
updates on the jobs we're working on. And you can go to
howIhire.com or wherever you listen to podcasts for
How I Hire
and subscribe.
Other Links to what we talked about
Noto Group Website
Noto Group Executive Search Services
Noto Group Leadership Consulting Services
Noto Group Job Board
Noto Group LinkedIn Page
How I Hire Podcast Website
Certified B Corporations
Made to Hire
Outdoor Research Essential Face Mask Kit
Link to Roy on LinkedIn