Mission Possible: Bridging the Gap Between Talent & Tech
Mission possible: Bridging the gap between talent & tech
Mathew Heggem, CEO & Co-founder, SUM Innovation Jennifer Scott, VP of Talent Acquisition, SUM Innovation
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2 Take a few moments to Connect with your neighbor Today’s speaker
Mathew Heggem Co-founder & CEO
This speaker brought to you in coordination with
4 10 facts about today’s speaker
1. Development & Communications Director for Workforce Development Nonprofit.
2. Founded #SUMtech, an annual thought leadership platform for entrepreneurship.
3. Recognized on the 2015 40 Under 40 CPA Practice Advisor List.
4. Advisory committee for Accountex, a global accounting technology conference.
5. Written for several publications, including SmartCEO, Entrepreneur.com, and The Sleeter Report.
6. Board President for the Greenwich Village Chelsea Chamber of Commerce.
7. Ambassador for NYC’s Conscious Capitalism community
8. “The Dancing CEO” practicing choreographer & speaker on Arts Entrepreneurship. Mathew Heggem Co-founder, CEO 9. Certified ‘Awareness Through Movement,’ part of The Feldenkrais Method. 10.Trying to learn German! This speaker brought to you in coordination with
5 Then… (Point A) Now… (Point B)
• The Bookkeeping Company, Inc. (~2001) • SUM Innovation (~2014) • Full-charge, on-site bookkeeping+ services • Comprehensive, holistic ‘accounting consulting services’ • NYC-metro clients • Outsourced Accounting Department • Contractor model (1 + Owners) • Accounting Technology & Training • Billed in ‘Blocks of Time’ • Talent Acquisitions, Recruiting & Staffing • Under ~210k in Sales • New York, Dallas, Denver & Beyond! • No vision, no strategy, no brand, no sales • 18+ Employees • Flat Monthly & Project Rates (value-based) • 1.5m+ in Sales (Estimated, EOY) • Our own twist on a ’Firm of the Future’
6 Our guest speaker
Jennifer Scott VP of Talent Acquisition
This speaker brought to you in coordination with
7 10 facts about today’s guest speaker
1. 27 years’ experience recruiting in some form or another
2. Have worked businesses of all sizes, from start-ups to $1+B publicly traded companies, and everything in between
3. Serial entrepreneur, turned VP Talent Acquisition for SUM Innovation
4. Certified Positive Discipline Parenting Educator, turned Positive Leadership Coach
5. People Connector with a passion for helping people leverage LinkedIn for networking
6. Founding Board Member for Hallie’s Heroes, a non-profit focused on saving lives
7. Never completing another 501(c)3 application or writing another set of bylaws from scratch
Jennifer Scott 8. Serve on multiple not-for-profit Boards of Directors in a PR and Media capacity VP of Talent Acquisition 9. Most definitely NOT under 40; but age is just a number, right?
10. Proud Mom of a very active 10-year old boy This speaker brought to you in coordination with
8 VS Stand up if… Agenda
Introductions Designing Organizational Structures Our Workforce Journey Gap Analysis The Role of AccTech @ SUM Group Exercise Key Challenges Employer Brand & Employee Value Proposition Group Exercise Hiring that 1st, 2nd & 3rd Employee The Case of the ‘Digital Plumber’ Employee Engagement Defining The Need Questions (& Next Steps) Our Workforce Journey From Point A to Point B…
2001: FC Bookkeeper On-Site Metro Area 2013: The Learning Period 2006: TBKC Launches … Goldman Sach’s 10kSB … Formative years of Building Talent … Cathedral Consulting 2011: NYCETC Award “The AccTech Awakening” … + 250 Trained … Enter Avalara … CIP (current/former employees) … Enter Sleeter Group 2011: Mathew moves to TBCNYC 2014: Rebranding to SUM Innovation … Growth in Sales …. SUMTech: An Investment in Thought … Growth in Team Leadership … The Path Towards 3 Divisions 2016: The AccTech Team is Formed
13 The Role of AccTech in the Firm The Samantha, VP of Accounting Technology AccTech Mark, Technology & Training Specialist Team Daria, Accounting Technology Associate Key Challenges/Milestones Group Exercise: Brainstorm & Report on Your Key Challenges & Milestones What are the key challenges • Engaging the team • Building partnerships • Finding time • Keeping momentum • Defining a strategy • Conversations & Communication • Limited practical knowledge • Internal Issues • Disproportionate Engagement • Upsell Strategy • Mindset/Attitude Issues • Culture Shift = Culture Shock • Structural Problems • Prioritization • Missing / Under-developed / Under-utilized Talent • Leadership & Employee Buy-in
• Retraining the staff • The Fear Factor
• Defining the role • Delivery • Pricing
18 The case of the ‘Digital Plumber’ Digital plumbing 101
Alt. Title, “Building a Workforce of Digital Plumbers.” What is it? • How does it work? • Why does it matter? • Where do you start? Your Guide to the Modern Accounting Ecosystem: http://bit.ly/DigitalPlumbing101 Accountex Report (formerly Sleeter Blog): http://bit.ly/DigitalPlumbing102
20 Alice: Would you tell me, please, which way I ought to go from here? The Cheshire Cat: That depends a good deal on where you want to get to. Alice: I don't much care where. The Cheshire Cat: Then it doesn’t much matter which way you go.”
― Lewis Carroll, Alice in Wonderland Defining Your Need Responsibilities vs. accountabilities
Job description Position scorecard • Summary of the overall goals • Identify Factors to Candidate / and objectives Employee Success • Loosely defined responsibilities • CAPS: Capacity, Attitude, Personality, Skill • Measurable first year accountabilities
23 Designing Organizational Structure Map your ideal structure
25 Gap Analysis Talent gap analysis
27 Options for filling the gap
Investment option one: Investment option two:
Training / Professional Recruiting Development • Start early / “evergreen” roles • External resources • Mentorships / Internships • Internal knowledge pool • Focus on candidate attraction • Hiring the right people who really fit your business
28 Group Exercise: The Gap Analysis & Creating Your Scorecard
Employer Brand & Employee Value Proposition Attracting the NextGen employee
Employer Brand Employee Value Proposition • Articulates “what it’s like to work • Employee’s perspective on here” “what’s in it for me to work • Expresses the employment here?” experience your company offers • Employer’s communicated existing and potential staff promise to its employees
33 EVP
Key components of an EVP might include: • Compensation – salary, incentives, pay process, total rewards, recognition programs • Culture – work environment, trust, transparency, organizational commitment • Career – advancement opportunities, personal growth and development, training, job security • Content– challenge, autonomy, meaningfulness, variety
34 Hiring that 1st, 2nd & 3rd Employee 36 Employee Engagement Employee engagement / retention
• Meaning – Your work has purpose beyond the job itself. • Autonomy —The power to shape your work and environment in ways that allow you to perform at your best. • Growth —Being stretched and challenged in ways that result in personal and professional progress. • Impact —Seeing positive, effective, and worthwhile outcomes and results from your work. • Connection —The sense of belonging to something beyond yourself.
MAGIC (source credit:
DecisionWise) 38 Questions?
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