Microsoft Mindset, Cloud-First Strategy Are New Signature's Hallmarks

Chris Hertz, New Signature
Chris Hertz, New Signature

Look ahead for hiring chasms

Other solution providers that are faced with the relatively good problem of finding enough technical talent to meet staffing needs might also learn from New Signature's realistic approach to growth and hiring. When the company reached the 20-person threshold, it became critical to find managers capable of upholding the company's strategic culture, Hertz said.

"If you can't find people you can trust to make decisions without you, you might bump up for a while but things will eventually collapse," he said.

Solution providers can expect other hiring thresholds at 50 or so people, when it's important to formalize and document processes for all manner of things – from following up after a sales call to reporting on issues with a client account. At 75-to-80 people, the case for creating career specialization paths within your organization will be become more obvious.

Looking ahead, Hertz foresees another tipping point at around 150 people. "Practically speaking, you need more automation or you won't be able to continue to scale," he said. In particular, you'll need to focus on your human capital strategy: especially if you're recruiting for more than one position per month.

Cultivate future talent

Speaking of recruitment, New Signature's team supports an apprenticeship and training program meant to assist urban youth at risk and other population groups that are disadvantaged when it comes to employment opportunities. It teams with organizations including Urban Alliance, the Network for Teaching Entrepreneurship, and Year Up, which offers a 12-month-long program that includes six-month internships. In fact, five percent of New Signature's current employees were hired through the Year Up program. It is looking for ways to increase that.

"We're building talent for the community. Our business succeeds if the community succeeds," Hertz said.