Tyler Marcus

Founder / CEO @Gradmor1

[Tyler Marcus @tyleramarcus]

@Mat_Sherman sign me up!

[prodoscore @Prodoscore]

Interest in actionable data has fueled success for Prodoscore within the #staffing industry.

We are helping recruiters gain visibility into their daily engagement in order to identify new efficiencies.

@Gradmor @KORE1

Check out the #pressrelease: https://t.co/39JgVWxUUa

[prodoscore @Prodoscore]

[Webinar] Join us next week for a unique event where Prodoscore President, @davidpowellbham and Gradmor CEO, @tyleramarcus will discuss driving financial growth within the staffing industry.

Register below.
https://t.co/ufheyQTyPZ

#productivity #staffing

[Ryan Denehy @DenehyXXL]

A lot of companies are brushing their high turnover under the "great resignation" rug. The reality is if people are leaving your startup in droves on their own accord that's not a cultural phenomenon, it's a leadership problem.

[Tyler Marcus @tyleramarcus]

@theCEOffice @TaylorHoliday Yes, definitely. You can utilize predictive analytics to mitigate that problem.

[Tyler Marcus @tyleramarcus]

@theCEOffice @TaylorHoliday I agree. If the cost of turnover exceeds the financial loss from burnout, then that should incentive change.

[Tyler Marcus @tyleramarcus]

@JustinSaaS @schlaf Justin I take it you are a big fan of breweries with Portland and Burlington picks!

[Tyler Marcus @tyleramarcus]

@ramonvanmeer Wow, great story. How did you find the business initially?

[Kunal Shah @kunalb11]

As capital is becoming abundant, talent is becoming scarce.

Founders can raise all the capital but without ability to attract new & grow the retained talent, all missions will crash land.

Many founder’s ego grows proportionately to their valuation & start losing talent.

[Andrew Brandt @AndrewBrandt]

This is everything we need to learn about ego and living in the moment. In one sound bite. I just became a forever fan..

[Tyler Marcus @tyleramarcus]

@AmandaMGoetz Success. And your ability to let go.

[Tyler Marcus @tyleramarcus]

Too many HR teams focus on optimizing the wrong metrics and one of them is Cost Per Applicant (CPA). A better metrics to track is Cost Per Quality Applicant (CPQA). You can then optimize your recruiting efforts for cost and quality instead of just cost.

[Tyler Marcus @tyleramarcus]

Very well put! Ideally, if you hire a 7 which will happen, if you can find a way to train them up to a 9, then it can work. This can be useful especially at the junior-level.

[Mehdi Yacoubi @Mehdiyac]

"Sevens kill companies."

— @sarahtavel

[Tyler Marcus @tyleramarcus]

The three biggest hidden costs that businesses face around their people are job vacancy rates, turnover rates and underperformance.

[Tyler Marcus @tyleramarcus]

One thing companies need to understand is employee turnover can lead to a dip in financial performance. The cost of employee turnover won’t show up on your balance sheet right away, but will have a financial impact usually 6-12 months down the line.

[Tyler Marcus @tyleramarcus]

6/ So even if you don't like remote work, we recommend that you offer some version of it. Whether its a flex option or a once a week option for your organization. This will prevent you from having to face the financial consequences by removing it completely.

[Tyler Marcus @tyleramarcus]

Why getting rid of remote work flexibility post-pandemic will increase hiring and turnover costs.

A thread.

[Tyler Marcus @tyleramarcus]

5/ We found that turnover has been lower during the pandemic and expect it to go back up above pre-pandemic numbers. Removing remote work benefits will add fuel to this fire.