Hiring the Right Person, Right Seat, Right Stage with Dean Stoecker of Alteryx

2023-01-05

We all understand the concept of right person, right seat. But as the company grows the demands of each seat change. What is required from zero to $5 Million will most likely shift on your journey to $10 million in revenue. So hiring ahead of that curve becomes the biggest challenge. It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch. As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond.

So hiring ahead of that curve becomes the biggest challenge.

It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch.

As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond.

Guest Bio:

Dean Stoecker is the co-founder and Executive Chairman of the Board. Dean founded Alteryx in 1997 and led the company as CEO through October 2020, achieving solid organic growth, and a successful IPO in March 2017.

Dean’s leadership and motivational skills, along with his ability to create, communicate, and realize a vision, were a driving force behind the company’s 20+ year success.

Dean serves as advisor to entrepreneurs, is an active philanthropist, and is passionate about humanizing the world of data science and analytics, which is evident in the company’s culture, extensive resources for continued education, and efforts to influence social change.

TODAY WE DISCUSS

Right person, right seat, right stage
How to ensure you have the right person at every growth stage

PROBLEM:

Preparation for changing out key employees at different levels
- @ $10mil, $25mil,
- Get great alignment with the teams
- Strategically & tactically- align strategy with tactics
- Don't be afraid to switch your teams

Challenge?

Alignment between strategy & tactics
People have different ideas about what we need to do as a company
Knockdown, drag-outs about who we wanted to be when we grow up
- KPI’s for each department
- People knowing why they were building things

Why is this important to the company?

People need to be rowing in the same direction
First hires need to be 9’s
9’s will never work for 6’s

Rick’s Nuggets:

All about Positioning
- Value alignment, builder, passion for the mission

SOLUTION:

How do we solve the problem?

Predicated on growth rates
- Team of 5 did a million in the first year
- Understanding if they are willing to accept tasks that they never signed up for
- Focus on the next milestone
Build teams that can get you there
- Keep your 9’s
- Risk/Reward profile needs to match yours
- Play any position then go deep
Legacy of promoting
- Leadership is about how many leaders you create
- Invest in training
- Who has the best skills at the cheapest price that can last you the longest
- Biggest worry, Middle management
Take stock of your own skill sets
- Andre Geim- “grazing shallow”
  - Fall in love and go deep
- Risk reward profile
- You want someone who can play any position then goes deep
- Longevity - meandered from generalist to specialist
- Risk reward profile needs to match yours

Rick’s Nuggets:

The first team
- It’s all about positioning
  - Really desire what you are (ie: ground-level startup with no money)

Key Takeaways that the Audience can plug into their business today! (Value):

Make sure you have a time that provides strategic and tactical alignment(first 6 years)
Be prepared to swap out the team many times. The team that got you to $5mil won't get you to $20m. Be aware of your markers

Guest Links: