This is the 3rd of 4 episodes with James Goebel, COO and Co-Founder of Menlo Innovations. Menlo is a software development firm in Ann Arbor, Michigan that has the mission of “ending human suffering in the world as it relates to technology™.”
Part 3 highlights
- Open Salaries
- Diversity of Thought and Demographics
- Interviewing the Menlo Way
Vital Smarts Influencer – https://www.vitalsmarts.com/products-solutions/influencer/
Patrick Lencioni – 5 Functions of a Dysfunctional Team – http://www.tablegroup.com/books/dysfunctions
Morningstar Tomatoes – http://morningstarco.com/index.cgi, Video on Morningstar Tomatoes – https://youtu.be/qqUBdX1d3ok
Notes taken during the editing of the episode:
How far does transparency/openness extend in the company? Answer: Even to salaries. There are 15 levels and within them is one rate. If they know your level, they know your rate. Your peers decide if you get a promotion to a different level. It’s about helping the team, not necessarily just your individual skills.
A truly diverse workforce – people who think differently working through the struggles.
How do they choose people to get a diverse work team? Interview process includes a part where they don’t show the resumes to the evaluator. Also, instead of asking questions of the interviewee. They ask interviewees to work together with the goal of getting your teammate a second interview.
“They’re overqualified and will leave. Why don’t you make the job more compelling for them to stay.”