When Liferay first started working with RevsUp, it wasn’t just due to growth or out of a simple need to hire account execs. Instead, there were three primary drivers: For one, the company founders realized the time had come for an outside perspective. Second, they needed to find talent in a highly competitive market. And finally, they needed to find people who would jive with what is a unique company culture in their world of open-source companies.
1: SEEKING CHANGE
Brian says that as the company grew, so did their team members, in terms of roles and responsibilities. People already within the company would be tapped to fill an open position or be promoted. To fill gaps that couldn’t be met internally, they relied on word of mouth or friend-of-a-friend-type referrals.
But with growth and the need to remain competitive, the way they hired and the roles they were hiring for needed to change.
“We’ve gotten much larger now and more profitable, so we realize there is a different caliber of talent we need to seek, beyond our small circle of people that we know,” Brian says. “We needed to reach an outside talent pool that we wouldn’t typically be exposed to. One of the things we don’t want is to be an echo chamber for ourselves. Because we all grew up in the company together, over time there is a tendency where you might start to think very similarly, and it’s hard to brainstorm ideas that are outside of the way we’ve done things in the past. We need more people who have experience and perspectives outside of Liferay. When they bring that into our organization, they can be change makers for us.”