Alana has a signature phrase when she speaks to a crowd. She uses it, often. Typically when making a statement that has direct impact on her audience. It’s “Got That?” She delivers, with such fierce passion and conviction there is a noticeable shift in the crowd. People lean forward in their seats. Their pens quickly scribble fast and furious, or the tap-tap-taps on their devices are heard. They do get it, and always want more. Ever try to get your Lead Engineer or your IT guy to sell your product, widget or service? No of course not. That would be madness, because they’re not experts in how to sell! They engineer, or repair, or fix, they are not experts at selling. Yet, those same people, who are masters in their individual domain, are asked to be part of hiring teams tasked with making one of the most important decision a company has to make – to hire their workforce, to add to their culture. This is the primary thing that will make or break a company’s success! THIS is madness! It is the norm for organizations to task them with this, usually with very little guidance or investment in providing them with the expertise they need to get it right. Rather they leave it to chance, “assuming they get it”. Heck, they are social, smart, responsible employees, right?! Most organizations turn to handling their hiring growth through superficial and haphazard tactics of quantity versus quality, hiring agencies to deliver resumes and interviewing without creating a winning strategy. Alana speaks to this in her speeches when she says “it is from the point of concept, when leadership has the thought of hiring where retention starts, NOT during the interview process or by focussing on compensation, benefits or perks. All it takes is a company to invest in the creation of the strategy and process as they would for any other part of their business affecting the bottom line. The most successful companies start here or invest in getting it right no matter where they are in their phase of hiring.” She’s right! The hiring process is messy and disorganized and lengthy and the wrong hire translates to lost time, lost money and a painful disconnect within the organization, why would a company invest in turnover when they can invest in retention up front, creating a culture of aligned and powerful people? Alana delivers this solution to every client in a short amount of time and worth every bit of investment. It’s much more costly for an organization to invest in turnover and rehiring than it is on Alana’s strategy, the creation of your foundation. Her genuine desire to help and personal drive comes from wanting people to be connected, through clear and authentic communication, resulting in connections on a deeper level. Her vision is clear. Your goals are attainable partnering with her. Through her many years serving corporations and organizations as one of the most sought after high Tech Recruiters in Silicon Valley, she has now stepped away from direct Recruitment and addressing the foundation of hiring and retention through founding her company, Pendulum. It’s an apt name for what she stands for, taking an idea that is hanging from a fixed point and moving it forward, creating balance grounded in power. If you’d like to know what “being the difference in the market” or “being an employer of choice” would look like for your organization, I recommend reaching out to Alana for an initial discovery session. As a speaker, she will also enlighten your organization, leaving them inspired and connected to those around them. I could not recommend her and Pendulum more highly.