November 20, 2023 • 13 mins
Scarcity is a dangerous feeling. It makes you rethink your risky decisions, but sometimes you can't grow a company without taking a chance. In today's episode of the People Heroes Rising podcast, William Tincup travels to the isolved Connect conference to uncover how an organization can thrive in scarcity. Here in Palm Springs, our special guest Amy Mosher, Chief People Officer at isolved, speaks on the mindset one must take when resources are few and far between.
So, how do you shift from survival to an optimization mindset? Among a million things, focusing on best practices, scaling to the next level, and maintain a strong company culture. Listen to your customers above all else, as without them this is all for nothing. And don't stop networking! Build a strong relationship with companies, competitors, and other successful people so a helping hand is just a call away.
Besides digging yourself out of a trench, Amy speaks of her role as the Head of People, and the company's commitment to its employees and the positive culture it fosters. Meeting customer needs has always been isolved's main goal, through feedback and expanding their product offerings.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
William Tincup (00:06):
ladies and gentlemen, this is William
Tincup, and you're listening tothe Recruiting Daily podcast.
Amy is with us today.
We are broadcasting from theiSolve Connect user conference
in Palm Springs.
Uh, I didn't think y'all couldtop Nashville.
This is, this is better thanNashville.
Amy Mosher (00:22):
I love Nashville.
Palm Desert is prettyspectacular right now.
Pretty spectacular.
William Tincup (00:26):
And evidently for the folks in California that
I've talked to, this is the timeto be out here.
Amy Mosher (00:31):
It is, however, we are in a heatwave, even for the
desert right now.
William Tincup (00:35):
So let's, let's, what is a heatwave in the
desert?
Amy Mosher (00:40):
105 in October is a heatwave.
William Tincup (00:42):
Is that a heatwave?
Really?
When someone says you're goingto the desert, do you expect, is
the expectation...
Amy Mosher (00:49):
Okay, is it 125?
No.
There you go.
But I'm not sure there's toomuch difference between 105 and
125.
William Tincup (00:55):
At a certain point, it's just hot.
My wife and I went to theUniversity of Arizona for our
graduate degrees, and I wastelling Ron about this that...
After about a year or so, yourpores open up.
Absolutely.
Your pores get bigger, and youdon't, you don't sweat.
No.
It just, your perspiration justevaporates.
No, it's incredible.
And you get used to it, like,it's a different type of beauty.
(01:16):
Like, when you get off theairplane, first of all, it's a
great airport, and uh,everything's kind of brown, and
rocky, and stuff.
Amy Mosher (01:23):
It's very brown ish, pink ish.
William Tincup (01:25):
Right.
Yeah.
But it's a different type ofbeauty.
Once you start digging into it,you start seeing the different
types of plants and cactus andall that type of stuff.
Absolutely.
It's actually really pretty.
Amy Mosher (01:33):
It's amazing.
I spent all of my summers as achild in Sedona, Arizona.
Oh, yeah, yeah, yeah.
Spectacular.
Painted desert.
Absolutely.
Yeah.
William Tincup (01:40):
I've got my son wanting to go there because
every time he sees a greatsunset, he's like, is that like
Tucson?
I'm like, no.
No, son.
You don't understand that.
You don't understand the levelof the game that's being played
in Arizona.
A Texas sunset.
No, I don't care how good it is.
Amy Mosher (01:58):
It's the dry heat, too.
It's so much easier to just livein.
Yeah.
Than, you know, the humidity ofthe South, for example.
William Tincup (02:04):
Oh, 100%.
I mean, I got married inBirmingham.
So, uh, I'm, I'm familiar withhumidity.
Humidity is like, that's what wedo in the South.
Amy Mosher (02:16):
Absolutely.
We do it well.
You were baking in that suit.
Yeah.
William Tincup (02:19):
Now 105 there.
In 100 percent Humanity?
Yeah.
Amy Mosher (02:24):
I've been in Memphis in August, I know what that
feels like.
Yeah, yeah.
William Tincup (02:28):
Tell us a little bit about this year's Connect.
What's been exciting for you?
Amy Mosher (02:34):
First of all, the scale.
Yeah.
The scale.
Just so many more customers, somany more network partners, so
many more people to networkwith.
It's been, honestly, anincredibly positive experience
for me as the head of people atisolved.
Yeah, these are your people.
These are my people.
It is incredible to see just theamount of interest, I think, not
(02:58):
just in the technology, ofcourse, but just in each other.
Yep.
And, um, in the discussions arereally about best practice, a
lot more about how do we scaleour businesses?
How do we get to the next level?
We're out of that whole likepandemic, how do we survive kind
of thing.
Now we're in the optimized mode.
Um, I think culturally, youknow, from HR everywhere, right,
(03:19):
is what I'm feeling right now.
And it's a really positive vibe.
William Tincup (03:22):
Well, we got, we interviewed, Ryan and I
interviewed a bunch of customersyesterday and a theme that kind
of came across all of the.
The customers was, they want,they want, they want to actually
increase the product offering.
So like, if they don't haveperformance, they want
performance.
If they don't have like, don'thave time in attendance, they
want time in attendance.
So it's like, rarely do you goto a user conference where
you're like, we want more.
(03:43):
Like, we have this, but we wantthe other stuff too.
Amy Mosher (03:46):
Isn't that amazing?
I think that's some of thebeauty of iSolves though.
You know, the modular technologythat, that ease and
implementation.
Um, The offerings, even forsmall market, like you can't get
this anywhere else.
You just can't.
It's not, it's not realistic.
Uh, but it certainly is forisolved and um, and the customer
service isn't weighing, likethat's how people come back.
(04:06):
I think it's gotten better.
I agree.
I agree.
William Tincup (04:09):
I don't know if that's a pandemic, pre pandemic,
pandemic or post pandemic thing,but that was yet another theme
yesterday is like, we like ourpeople.
Like, we like dealing with,like, if something, I can't find
that log in, you know, whateverthe bid is.
I can't do this.
I got a team.
Yes.
Like, they think of y'all as anextension of their team.
Amy Mosher (04:28):
I totally agree with that.
And when do you work for anorganization where your
customers hug you?
Yeah.
When they see you.
I know.
Right.
It's incredible.
There's a lot of hugging.
A lot of hugging, folks.
A lot of love happening overhere.
William Tincup (04:42):
People, there is a consent form, however, that
everyone signs at the beginningof the conference.
Are you a hugger?
If you're not a hugger, then youwear a badge.
Amy Mosher (04:49):
You wear a badge.
I don't know.
William Tincup (04:51):
You got a pin.
No hugging.
You know, don't want to getanybody in trouble.
Amy Mosher (04:57):
It's fine.
It takes all kinds, right?
I am amazed.
Every year, um, at how much lovewe get from our customers and,
and we love them too, right?
But I feel like the servicelevel to your point has even
improved significantly.
I think over the last couple ofyears, that has a lot to do with
the people that we're hiring atisolved and the talent, um, is
(05:18):
incredible.
Um, interestingly, I'm a little,little something out of the back
here.
Um, we're getting a lot ofincoming calls, right?
We're getting a lot of incomingcalls from our competitor
companies, from employees there.
That want, they've heard theisolved culture is incredible
and they want the culture.
They're like, it's not about themoney anymore.
It's not about anything else.
It's really about something Ibelieve in.
(05:39):
Yes.
I want to work somewhere whereit's fun and exciting and people
care about each other.
Like that.
There's only been
William Tincup (05:45):
a few, and we won't go into names, but there's
only been a few in our industry,HR tech plays that were actually
great at HR.
That actually cared about HR,that went in and they won best
places to work, great places towork, and they were actually
great places to work.
You could tell that they werepeople first, people centric
types of businesses.
Ever since I've been interactingwith isolved, I just know, it's
(06:08):
not a bit.
Like it's, you know, sometimesit's a marketing bit.
This is our marketing bit.
I've dealt with enough of theexecutives and enough of the
customers.
It's
Amy Mosher (06:16):
sincere, yeah.
This is actually the people.
It really is.
And, you know, when I came onboard about four years ago, um,
I was really excited about thepeople already.
Um, and I had been a clientbefore.
Yep.
And, uh, I, I knew a lot of the,the members of the team and I
really felt like, wow, this isincredible.
Um, we can just take this to thenext level.
The foundation was already therefrom a cultural perspective.
(06:37):
Right.
And, because I don't create theculture.
Right.
You know, the employees, they'rejust, I enable them, right?
And they did this and they dothis every day.
And it's interesting to see nowa lot, a big influx of new
employees coming on board thatare like, show me how you do
this.
Like, I want to be a part ofthis.
Well,
William Tincup (06:55):
you've established the, you've
established what's norm, normand the social norms.
This is what's expected.
Yes.
If you don't put customersfirst, you're not going to last.
Yes.
You know, if you don't, if you,if you don't care about the
employees too, if you don't putemployees, you know, uh, and,
and care about employees,
Amy Mosher (07:11):
you're not gonna make it.
Yes.
And it's really interesting tosee, you know, caring about
people doesn't cost any money.
No, no, no.
It's not an investment at allfrom a monetary perspective.
No, all you gotta do is care.
It's certainly an investment intime and focus, but it's well
worth it.
The ROI on it is significant.
Oh, 100%.
William Tincup (07:30):
So you won't remember this, however, I do.
You were one of my firstpodcasts in the pandemic.
So this is January, February.
I remember this.
Okay.
So you remember the term thatyou coined?
From then?
From, from, from then that I've,I've since stolen used
everywhere.
Amy Mosher (07:49):
I've slept since then, William.
I have no...
Radical flexibility.
Radical
William Tincup (07:52):
flexibility.
Because I asked you, I askedyou, I said, how are you dealing
with all this madness?
She's like, you said...
William, everything's up forsale.
It's radical flexibility.
Onboarding?
Radical.
What can we do differently?
Compensation?
What can we do differently?
Like everything that we thoughtwe were going to do a certain
way, or we've done a certainway?
Amy Mosher (08:13):
All for grabs.
You know, we continue to dothat.
And it's really working.
After the pandemic, we decidedfrom a cultural perspective
internally that we were going toput as much effort into
engagement and enablementremotely as we do in office.
And so we just went like not 5050, we went 100 100.
Right?
And it made a huge difference inthe way that we could acquire
(08:35):
talent and our ability toonboard.
I'm going to tell you, we justset up a BPO, um, near shore,
um, operation with an incrediblecompany called Solvo in
Medellin, Colombia, which is anamazing place.
And I've been down there quite alot here in the last nine
months, but it, uh, Because wefocused on that, our ability to
(08:58):
onboard individuals in thatparticular instance has also
been incredibly successful.
And several of our networkpartners also have relationships
with this particular company andthey do a great job with HCM.
So um, and they're culturallyvery aligned.
So for our CEO, that was thefirst thing he's like, look, you
got to go find another partnerbecause they're going to be
helping you acquire talent thatunderstands why we acquire
(09:20):
talent in this way.
William Tincup (09:21):
Well, Colombian people...
Spent some time down theremyself.
Colombian people are warm, andfriendly, and they care, like,
it is...
Amy Mosher (09:27):
Hardworking, just enthusiasm, coming out of their
port...
Like, it's, it's refreshing, iswhat it is.
Right,
William Tincup (09:34):
yeah, yeah.
Well, cause then you could, youget jaded when you deal with,
sometimes when you deal withAmerican talent.
Especially...
In, in times when things are,you know, crazy, talent wise,
and there's scarcity, thedemand's like, oh yeah, I'll do
the deal, I need a 100,
Amy Mosher (09:50):
000 like, what?
William Tincup (09:54):
And sometimes you have to pay for it, and
sometimes you actually have towrite a check and go, I
Amy Mosher (09:58):
need this
William Tincup (09:58):
developer, I need this whatever, I need this
person.
Hundred
Amy Mosher (10:01):
thousand dollars.
I gotta pay it.
We're in a very lucky situationright now where we've got people
who wanna come and work for us,and they don't wanna do it for
the money, they wanna do it forthe experience of growing
something cool.
That's genius.
And that's what we knew we hadto come to the table with
because, you know, we're aprivately owned business, we're
incredibly profitable.
We have to stay that way.
Right.
I,
William Tincup (10:20):
I heard this, I heard a number yesterday, and if
we keep increasing that number,I'm not gonna say it on the
radio however.
I want to be a stockholder.
I'm ready.
So, whenever there's an opening,I want to, I want to, I want to,
buy in.
You've got, you've
Amy Mosher (10:36):
got, you're drinking the Kool Aid now, and it's
bright pink.
William Tincup (10:41):
I'm on brand.
I got the, I got the socks on.
You can't see me.
I got the the pink shirt on.
Yeah, yeah, I'm on brand.
I gotta ask you, uh, about, uh,Connect.
Your favorite part of Connect sofar?
So, just anything, like if youcould pinpoint one thing, maybe
it's a speaker or a session orjust
Amy Mosher (11:00):
interaction.
You know, my favorite part ofConnect so far is just, I had a
meeting earlier with our accountmanagement team.
That's our inside sales team.
Those are the people that are.
selling into our customer baseand, um, and they have a hard
job, right?
Um, and they're incrediblepeople, but I had a meeting with
them this morning and they'resmiling, they're laughing,
(11:23):
they're enjoying talking totheir customers.
They're enjoying spending timewith each other.
William Tincup (11:29):
You don't get that if you don't shoot your
customers.
Well, honestly, you avoid thecustomers until the renewal
Amy Mosher (11:33):
day.
I was.
so happy for them, right?
And they, it becomes easier.
They've become so much easierand so much more joyful, right?
Like it just was very near anddear to my heart to see those
people that work so hard, thathave so much pressure put on
them.
Um, you know, feel that way andgenuinely, right?
They're patting each other onthe back.
(11:54):
They're congratulating eachother.
They're talking to clients.
Like it was, it was beautiful.
You can't
William Tincup (11:58):
sell customers more stuff if you're not doing a
great job with the stuff thatthey've already bought.
So there's that, but also itmakes it easier for them to then
be able to go, hey, how youdoing?
What's going on?
You know, you might not knowthat we do this thing over here,
whatever the product is.
You're not using it right now,but you know what?
When you're ready, we can turnit
Amy Mosher (12:18):
on.
And also, there's so much valueadd, right?
And you can so sincerely say,hey, this is really helping
other companies.
Like you, you're spending a heckof a lot of time on this and you
should automate it, right?
Or get some help or build somebest practice around this thing.
Like it, it can help yourbusiness.
And this is,
William Tincup (12:34):
this is the whole mid market.
Y'all go up to what?
10, 000 ish?
We'll go
Amy Mosher (12:39):
however high we need to go, William.
I'm an enterprise client of theproduct.
I utilize the entire productmyself.
Um, and we're about 2, 600employees now.
Okay.
Okay,
William Tincup (12:49):
so you can go up, but you can also go down
because we've sure all the waydown to like 50 employees Yeah,
that's
Amy Mosher (12:55):
that's the we can go down to five employees William.
It's the beauty of the productis it is So, so, so flexible.
Radical flexible.
Radically flexible.
Radical flexibility, William.
I'm telling you.
William Tincup (13:08):
You nailed it.
Listen, I know you got to get onto your next thing, but thank
you so much for coming by andtalking with us.
Amy Mosher (13:13):
Oh, it's my
William Tincup (13:13):
pleasure.
All righty.
And thanks for everyonelistening.
Until next time.
ladies and gentlemen, this is William
Tincup, and you're listening tothe Recruiting Daily podcast.
Amy is with us today.
We are broadcasting from theiSolve Connect user conference
in Palm Springs.
Uh, I didn't think y'all couldtop Nashville.
This is, this is better thanNashville.
Amy Mosher (00:22):
I love Nashville.
Palm Desert is prettyspectacular right now.
Pretty spectacular.
William Tincup (00:26):
And evidently for the folks in California that
I've talked to, this is the timeto be out here.
Amy Mosher (00:31):
It is, however, we are in a heatwave, even for the
desert right now.
William Tincup (00:35):
So let's, let's, what is a heatwave in the
desert?
Amy Mosher (00:40):
105 in October is a heatwave.
William Tincup (00:42):
Is that a heatwave?
Really?
When someone says you're goingto the desert, do you expect, is
the expectation...
Amy Mosher (00:49):
Okay, is it 125?
No.
There you go.
But I'm not sure there's toomuch difference between 105 and
125.
William Tincup (00:55):
At a certain point, it's just hot.
My wife and I went to theUniversity of Arizona for our
graduate degrees, and I wastelling Ron about this that...
After about a year or so, yourpores open up.
Absolutely.
Your pores get bigger, and youdon't, you don't sweat.
No.
It just, your perspiration justevaporates.
No, it's incredible.
And you get used to it, like,it's a different type of beauty.
(01:16):
Like, when you get off theairplane, first of all, it's a
great airport, and uh,everything's kind of brown, and
rocky, and stuff.
Amy Mosher (01:23):
It's very brown ish, pink ish.
William Tincup (01:25):
Right.
Yeah.
But it's a different type ofbeauty.
Once you start digging into it,you start seeing the different
types of plants and cactus andall that type of stuff.
Absolutely.
It's actually really pretty.
Amy Mosher (01:33):
It's amazing.
I spent all of my summers as achild in Sedona, Arizona.
Oh, yeah, yeah, yeah.
Spectacular.
Painted desert.
Absolutely.
Yeah.
William Tincup (01:40):
I've got my son wanting to go there because
every time he sees a greatsunset, he's like, is that like
Tucson?
I'm like, no.
No, son.
You don't understand that.
You don't understand the levelof the game that's being played
in Arizona.
A Texas sunset.
No, I don't care how good it is.
Amy Mosher (01:58):
It's the dry heat, too.
It's so much easier to just livein.
Yeah.
Than, you know, the humidity ofthe South, for example.
William Tincup (02:04):
Oh, 100%.
I mean, I got married inBirmingham.
So, uh, I'm, I'm familiar withhumidity.
Humidity is like, that's what wedo in the South.
Amy Mosher (02:16):
Absolutely.
We do it well.
You were baking in that suit.
Yeah.
William Tincup (02:19):
Now 105 there.
In 100 percent Humanity?
Yeah.
Amy Mosher (02:24):
I've been in Memphis in August, I know what that
feels like.
Yeah, yeah.
William Tincup (02:28):
Tell us a little bit about this year's Connect.
What's been exciting for you?
Amy Mosher (02:34):
First of all, the scale.
Yeah.
The scale.
Just so many more customers, somany more network partners, so
many more people to networkwith.
It's been, honestly, anincredibly positive experience
for me as the head of people atisolved.
Yeah, these are your people.
These are my people.
It is incredible to see just theamount of interest, I think, not
(02:58):
just in the technology, ofcourse, but just in each other.
Yep.
And, um, in the discussions arereally about best practice, a
lot more about how do we scaleour businesses?
How do we get to the next level?
We're out of that whole likepandemic, how do we survive kind
of thing.
Now we're in the optimized mode.
Um, I think culturally, youknow, from HR everywhere, right,
(03:19):
is what I'm feeling right now.
And it's a really positive vibe.
William Tincup (03:22):
Well, we got, we interviewed, Ryan and I
interviewed a bunch of customersyesterday and a theme that kind
of came across all of the.
The customers was, they want,they want, they want to actually
increase the product offering.
So like, if they don't haveperformance, they want
performance.
If they don't have like, don'thave time in attendance, they
want time in attendance.
So it's like, rarely do you goto a user conference where
you're like, we want more.
(03:43):
Like, we have this, but we wantthe other stuff too.
Amy Mosher (03:46):
Isn't that amazing?
I think that's some of thebeauty of iSolves though.
You know, the modular technologythat, that ease and
implementation.
Um, The offerings, even forsmall market, like you can't get
this anywhere else.
You just can't.
It's not, it's not realistic.
Uh, but it certainly is forisolved and um, and the customer
service isn't weighing, likethat's how people come back.
(04:06):
I think it's gotten better.
I agree.
I agree.
William Tincup (04:09):
I don't know if that's a pandemic, pre pandemic,
pandemic or post pandemic thing,but that was yet another theme
yesterday is like, we like ourpeople.
Like, we like dealing with,like, if something, I can't find
that log in, you know, whateverthe bid is.
I can't do this.
I got a team.
Yes.
Like, they think of y'all as anextension of their team.
Amy Mosher (04:28):
I totally agree with that.
And when do you work for anorganization where your
customers hug you?
Yeah.
When they see you.
I know.
Right.
It's incredible.
There's a lot of hugging.
A lot of hugging, folks.
A lot of love happening overhere.
William Tincup (04:42):
People, there is a consent form, however, that
everyone signs at the beginningof the conference.
Are you a hugger?
If you're not a hugger, then youwear a badge.
Amy Mosher (04:49):
You wear a badge.
I don't know.
William Tincup (04:51):
You got a pin.
No hugging.
You know, don't want to getanybody in trouble.
Amy Mosher (04:57):
It's fine.
It takes all kinds, right?
I am amazed.
Every year, um, at how much lovewe get from our customers and,
and we love them too, right?
But I feel like the servicelevel to your point has even
improved significantly.
I think over the last couple ofyears, that has a lot to do with
the people that we're hiring atisolved and the talent, um, is
(05:18):
incredible.
Um, interestingly, I'm a little,little something out of the back
here.
Um, we're getting a lot ofincoming calls, right?
We're getting a lot of incomingcalls from our competitor
companies, from employees there.
That want, they've heard theisolved culture is incredible
and they want the culture.
They're like, it's not about themoney anymore.
It's not about anything else.
It's really about something Ibelieve in.
(05:39):
Yes.
I want to work somewhere whereit's fun and exciting and people
care about each other.
Like that.
There's only been
William Tincup (05:45):
a few, and we won't go into names, but there's
only been a few in our industry,HR tech plays that were actually
great at HR.
That actually cared about HR,that went in and they won best
places to work, great places towork, and they were actually
great places to work.
You could tell that they werepeople first, people centric
types of businesses.
Ever since I've been interactingwith isolved, I just know, it's
(06:08):
not a bit.
Like it's, you know, sometimesit's a marketing bit.
This is our marketing bit.
I've dealt with enough of theexecutives and enough of the
customers.
It's
Amy Mosher (06:16):
sincere, yeah.
This is actually the people.
It really is.
And, you know, when I came onboard about four years ago, um,
I was really excited about thepeople already.
Um, and I had been a clientbefore.
Yep.
And, uh, I, I knew a lot of the,the members of the team and I
really felt like, wow, this isincredible.
Um, we can just take this to thenext level.
The foundation was already therefrom a cultural perspective.
(06:37):
Right.
And, because I don't create theculture.
Right.
You know, the employees, they'rejust, I enable them, right?
And they did this and they dothis every day.
And it's interesting to see nowa lot, a big influx of new
employees coming on board thatare like, show me how you do
this.
Like, I want to be a part ofthis.
Well,
William Tincup (06:55):
you've established the, you've
established what's norm, normand the social norms.
This is what's expected.
Yes.
If you don't put customersfirst, you're not going to last.
Yes.
You know, if you don't, if you,if you don't care about the
employees too, if you don't putemployees, you know, uh, and,
and care about employees,
Amy Mosher (07:11):
you're not gonna make it.
Yes.
And it's really interesting tosee, you know, caring about
people doesn't cost any money.
No, no, no.
It's not an investment at allfrom a monetary perspective.
No, all you gotta do is care.
It's certainly an investment intime and focus, but it's well
worth it.
The ROI on it is significant.
Oh, 100%.
William Tincup (07:30):
So you won't remember this, however, I do.
You were one of my firstpodcasts in the pandemic.
So this is January, February.
I remember this.
Okay.
So you remember the term thatyou coined?
From then?
From, from, from then that I've,I've since stolen used
everywhere.
Amy Mosher (07:49):
I've slept since then, William.
I have no...
Radical flexibility.
Radical
William Tincup (07:52):
flexibility.
Because I asked you, I askedyou, I said, how are you dealing
with all this madness?
She's like, you said...
William, everything's up forsale.
It's radical flexibility.
Onboarding?
Radical.
What can we do differently?
Compensation?
What can we do differently?
Like everything that we thoughtwe were going to do a certain
way, or we've done a certainway?
Amy Mosher (08:13):
All for grabs.
You know, we continue to dothat.
And it's really working.
After the pandemic, we decidedfrom a cultural perspective
internally that we were going toput as much effort into
engagement and enablementremotely as we do in office.
And so we just went like not 5050, we went 100 100.
Right?
And it made a huge difference inthe way that we could acquire
(08:35):
talent and our ability toonboard.
I'm going to tell you, we justset up a BPO, um, near shore,
um, operation with an incrediblecompany called Solvo in
Medellin, Colombia, which is anamazing place.
And I've been down there quite alot here in the last nine
months, but it, uh, Because wefocused on that, our ability to
(08:58):
onboard individuals in thatparticular instance has also
been incredibly successful.
And several of our networkpartners also have relationships
with this particular company andthey do a great job with HCM.
So um, and they're culturallyvery aligned.
So for our CEO, that was thefirst thing he's like, look, you
got to go find another partnerbecause they're going to be
helping you acquire talent thatunderstands why we acquire
(09:20):
talent in this way.
William Tincup (09:21):
Well, Colombian people...
Spent some time down theremyself.
Colombian people are warm, andfriendly, and they care, like,
it is...
Amy Mosher (09:27):
Hardworking, just enthusiasm, coming out of their
port...
Like, it's, it's refreshing, iswhat it is.
Right,
William Tincup (09:34):
yeah, yeah.
Well, cause then you could, youget jaded when you deal with,
sometimes when you deal withAmerican talent.
Especially...
In, in times when things are,you know, crazy, talent wise,
and there's scarcity, thedemand's like, oh yeah, I'll do
the deal, I need a 100,
Amy Mosher (09:50):
000 like, what?
William Tincup (09:54):
And sometimes you have to pay for it, and
sometimes you actually have towrite a check and go, I
Amy Mosher (09:58):
need this
William Tincup (09:58):
developer, I need this whatever, I need this
person.
Hundred
Amy Mosher (10:01):
thousand dollars.
I gotta pay it.
We're in a very lucky situationright now where we've got people
who wanna come and work for us,and they don't wanna do it for
the money, they wanna do it forthe experience of growing
something cool.
That's genius.
And that's what we knew we hadto come to the table with
because, you know, we're aprivately owned business, we're
incredibly profitable.
We have to stay that way.
Right.
I,
William Tincup (10:20):
I heard this, I heard a number yesterday, and if
we keep increasing that number,I'm not gonna say it on the
radio however.
I want to be a stockholder.
I'm ready.
So, whenever there's an opening,I want to, I want to, I want to,
buy in.
You've got, you've
Amy Mosher (10:36):
got, you're drinking the Kool Aid now, and it's
bright pink.
William Tincup (10:41):
I'm on brand.
I got the, I got the socks on.
You can't see me.
I got the the pink shirt on.
Yeah, yeah, I'm on brand.
I gotta ask you, uh, about, uh,Connect.
Your favorite part of Connect sofar?
So, just anything, like if youcould pinpoint one thing, maybe
it's a speaker or a session orjust
Amy Mosher (11:00):
interaction.
You know, my favorite part ofConnect so far is just, I had a
meeting earlier with our accountmanagement team.
That's our inside sales team.
Those are the people that are.
selling into our customer baseand, um, and they have a hard
job, right?
Um, and they're incrediblepeople, but I had a meeting with
them this morning and they'resmiling, they're laughing,
(11:23):
they're enjoying talking totheir customers.
They're enjoying spending timewith each other.
William Tincup (11:29):
You don't get that if you don't shoot your
customers.
Well, honestly, you avoid thecustomers until the renewal
Amy Mosher (11:33):
day.
I was.
so happy for them, right?
And they, it becomes easier.
They've become so much easierand so much more joyful, right?
Like it just was very near anddear to my heart to see those
people that work so hard, thathave so much pressure put on
them.
Um, you know, feel that way andgenuinely, right?
They're patting each other onthe back.
(11:54):
They're congratulating eachother.
They're talking to clients.
Like it was, it was beautiful.
You can't
William Tincup (11:58):
sell customers more stuff if you're not doing a
great job with the stuff thatthey've already bought.
So there's that, but also itmakes it easier for them to then
be able to go, hey, how youdoing?
What's going on?
You know, you might not knowthat we do this thing over here,
whatever the product is.
You're not using it right now,but you know what?
When you're ready, we can turnit
Amy Mosher (12:18):
on.
And also, there's so much valueadd, right?
And you can so sincerely say,hey, this is really helping
other companies.
Like you, you're spending a heckof a lot of time on this and you
should automate it, right?
Or get some help or build somebest practice around this thing.
Like it, it can help yourbusiness.
And this is,
William Tincup (12:34):
this is the whole mid market.
Y'all go up to what?
10, 000 ish?
We'll go
Amy Mosher (12:39):
however high we need to go, William.
I'm an enterprise client of theproduct.
I utilize the entire productmyself.
Um, and we're about 2, 600employees now.
Okay.
Okay,
William Tincup (12:49):
so you can go up, but you can also go down
because we've sure all the waydown to like 50 employees Yeah,
that's
Amy Mosher (12:55):
that's the we can go down to five employees William.
It's the beauty of the productis it is So, so, so flexible.
Radical flexible.
Radically flexible.
Radical flexibility, William.
I'm telling you.
William Tincup (13:08):
You nailed it.
Listen, I know you got to get onto your next thing, but thank
you so much for coming by andtalking with us.
Amy Mosher (13:13):
Oh, it's my
William Tincup (13:13):
pleasure.
All righty.
And thanks for everyonelistening.
Until next time.
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