525,600 Minutes: A Year of Training (By the Numbers)

By | Culture, Grow Your Career, Life at Daxko, Rewarding Careers, Talent | 4 Comments

If you read that title, you’re probably expecting me to burst into a musical number from Rent. While that isn’t unlikely, I’ll save that for later – this post is all about my last 365 days on Daxko’s training team.

I could spout off all the details of every place I’ve visited, from the beaches of Maine to the mountains of Flagstaff, but I decided to take a very logical, numbers driven approach. If you know me, and know how much I HATE math, you’re probably chuckling about the idea of me taking this approach.

So, what goes into 365 days of being a Software Trainer and spending 75% of my time on the road?

16 new states

3 states previously visited

84 boarding passes

2 flight cancellations

15 new refrigerator magnets

1 impromptu drive home after my flight from St. Louis to Birmingham was canceled

25 rental cars

54 books read on flights

14 plays of Willie Nelson’s “On the Road Again”

 

We’ve got the numbers, but I can’t forget to give out some superlatives:

Most Visited State: Wisconsin (4 total trips)

Most Consecutive Days in a State: Arizona (two weeks straight)

Coldest State: Massachusetts (granted, I DID go in December)

Hottest State: ARIZONA

Favorite State: Virginia with Maine as a close second

Favorite City: Las Vegas with San Diego as a close second

First State Visited as a Trainer: South Dakota, if you can believe it

Most Recently Visited State: North Carolina

Weirdest Favorite Thing in a State: Mark Twain’s House in Hartford, CT

Traveling has been one of my most favorite things about my job. I started at Daxko on our Customer Success team, became a trainer in June of 2016, and quickly realized that my life was about to be almost exclusively on the road. The thought was scary, but also, exciting. Looking back over the last year, seeing all that I’ve seen, all that I’ve done, I can only feel incredibly blessed with the experiences that I have been granted.

I may be a wordsmith, but I can’t do this travel life justice without a few pictures from a year in the life of a traveling girl.


Deeanna S. is a Software Trainer, cat mom, and Tudor history buff who loves the outdoors.

Culture is Not Just Free Coffee

By | Culture, Life at Daxko, Workplace | One Comment

Company culture is not just Razor scooters and nice perks like Friday lunches, coffee, and fruit. Culture, the buzzword that has been floating around in the workplace, consists of many factors. Office space, values, behaviors, dress code (or lack thereof), and how management interacts with team members throughout the office all help make up a “company’s culture.” A company’s culture cannot be defined by one word. It is complex and is often a differentiator for candidates when choosing their next position. Research conducted by CultureIQ found that “73% of employers believe a great corporate culture gives their organizations a competitive edge.” One company that truly has a strong culture is Daxko.

Culture is something that is lived, not spoken about. Well, you can speak about it, but what makes a strong culture is how each team member lives out the values of their workplace. How can a company have a strong culture without transparency? For this reason, Daxko’s senior leaders sit in the middle of the office. No cubes. No corner offices. This allows for transparency and approachability.

Daxko has open Q&A sessions every Friday with the CEO, which is just one example of how our senior leaders are transparent and approachable. During the Q&A sessions, any team member can ask Dave company-related questions. Or you may get the occasional, “are we going to have another foster dog in the office?” This allows for transparency and helps every team member strive for the overall goal of the company: to provide technology and services that contribute significantly to the success of our customers and to provide Daxko team members with rewarding careers. Daxko’s culture consists of transparency, teamwork, ownership, service-mindedness, integrity, lenient dress code, and the list goes on and on. This all comes full circle in the Daxko workspace.

The open and collaborative workspace in our Birmingham office allows for team members to collaborate. The office is aesthetically pleasing and highly functional so that local team members can interact, as needed, with team members who are remote. Let’s look at the innovative workspace Daxko BHM calls home:

Low cubes allow for team collaboration.

Conference rooms have video conferencing equipment and have glass walls for brainstorming.

Restaurant booths are in the back of the office for a quiet place to knock out some work.

Our largest conference room, Downtown, is a great place to host customers and large team meetings.

Right Brain is a great meeting room to get the creativity flowing.

Daxko Café Starbucks

The Daxko Café is our one stop shop for caffeine. Who doesn’t like free Starbucks coffee?

House Divided Alabama Auburn

House Divided allows for a comfortable place to kick back in a bean bag or sofa and knock out some work.

As you can see, our Birmingham office is a pretty cool place that I think truly reflects our culture. Transparency and collaboration are key, but our unofficial core value of ‘fun’ is also prevalent. It’s always exciting to come to work when your office looks like this.


John C. is a Project Manager who enjoys concerts, especially at Red Rocks, and a nice day on the golf course.

May 2017: Be a Brand Ambassador Through Social Recruiting

By | Culture, Employment Brand, Free Career Advice, Life at Daxko | No Comments

On May 3rd, our lovely Talent Marketing Manager (and editor of the Culture Blog that you’re reading right now!) Janna Stevens-Bradt led a Daxko TMD encouraging us even in its title to ‘Be a Brand Ambassador Through Social Recruiting.’ Self-styled as our ‘Daxko’s chief story-teller,’ Janna is the marketing extension of our People team, ensuring that we are recruiting as many good hires as we can.

In an earlier TMD, the idea that we should want to impress our interviewees as much as they want to impress us was proven to be beneficial for all parties on both a personal and professional level. This plays into how recruiting has changed, as well: we live in an increasingly globalized world and economy. Top talent is no longer wooed by local companies, but nationally and sometimes even internationally as well. In a job market where nets are being cast so far and so wide, companies must go out and search for the best and the brightest. Utilizing social media, be it LinkedIn, Facebook, Twitter or whatever platform you prefer, it is possible to reach a much wider range of applicants. For example, Glassdoor is now our top source of influence for candidates. Since January of this year, we have had a 214% increase in views on our Glassdoor page.

As an example, Janna asked us to raise our hands if, when applying for Daxko, we had sought out the company on social media. As expected, the grand majority of hands were put in the air to indicate that most of those present had done so. Having an engaging and inviting social media presence is a good way of showing Daxko culture to potential teammates.

Now that Janna had proven how integral recruiting through social media is to a company’s hiring process, she had some guidelines on what to share and what not to share. Sharing career opportunities or photos and videos of neat Daxko gatherings is of course recommended! As they say, a picture is worth a thousand words and in this case, some find it easier to tout a company’s strengths with a picture as opposed to written word. However, many of us aren’t so great at taking pictures… which is why I choose to write for the Culture Blog! Be it submitting a post or simply an idea, we’re encouraged to contribute to the Culture Blog in any way we can. After Glassdoor, it is the second highest source of influence for our candidates.

Janna concluded with how we should put our best selves forward: be professional, be fun and be responsive. Keep your LinkedIn profile up to date and, really, if you’re already active on social media, just keep doing what you’re doing. Tagging Daxko and throwing out that shout-out, showing that you’re excited about your job and the company, will continue to cast the net of social recruitment far and wide.

April 2017 TMD: From Where I Sit – A Candidate’s Point of View

By | Culture, Professional Development | No Comments

April started off with a perspective that everyone at Daxko has seen at least once, but few of us consider as much as we should: the view from the other side of the hiring table. When someone is going through the interview process, what do they think of Daxko and how we conduct ourselves?

Talent Acquisition Specialist Beth Wolfe led a TMD entitled ‘From Where I Sit – A Candidate’s Point of View’ which went into detail about how we present ourselves and how our candidates like us. Beth started off by asking the unspoken but perhaps subconsciously thought about question: so what? Aren’t they trying to impress us? Why do we care how we come across in the interview process?

Well, of course they’re trying to impress us. As everyone surely remembers, interviewing is a scary process that makes even the calmest and collected persons anxious. Alleviating any trepidation an interviewee has is of course a high priority, which is one big reason we want to ensure our candidate experience is top-notch. Another big reason is like the customer loyalty post from recent memory: when someone goes to talk about Daxko online, be it through Glassdoor or Twitter, Facebook or LinkedIn, we want the review they leave to be a positive one. Not unlike purchasing a product on Amazon, reviews of a company’s interview process are important in providing the applicant an idea of what they’re getting into. Especially now more than ever, these online reviews are incredibly important, as we’ve seen a 444% over the past calendar year compared to the previous year.

How do we measure how our candidate’s experience goes? Well, again hearkening back to the customer loyalty TMD, we utilize NPS. Essentially, on a zero through ten scale, how likely is the candidate to recommend applying for a job at Daxko? We break this out across three different parts of the application process: the actual application itself, the interview and then the onboarding. Let’s look at the average score given at each part of the process:

  • Application – 8.8
  • Interview – 8.0
  • Onboarding – 9.5

Not too shabby! While anything above a 7 and below a 9 is considered ‘passive,’ we’re very close to breaking through to a score indicating ‘promoter’ on two of the three fronts.

This put us at the question to be answered: what can I do as a Daxko team member to make a candidate’s experience better? Beth told us about how when she was interviewing here, during her tour of the office, she was greeted by two Daxko veterans who introduced themselves and made her feel more at home with the company. She said that the peer interview is a great time to show our Daxko values and strengths to candidates, as well as a great time to be positive, to reassure any anxiety the interviewee might have. Transparency is important: tell the interviewee what the job is, as well as what it isn’t.

While I would consider myself personable, I was certainly bettered by having attended the TMD if for no other reason than I’d not thought much about how the candidate feels…well, since I was a candidate here. It makes absolute sense that we should be polite and cordial to an applicant, but going above and beyond to provide the best experience we can for a candidate, whether hired or not, will ensure that Daxko is well staffed for many years to come.