Meet Tiffany Scott, the Chief Operating Officer at PeopleShare, whose leadership has helped steer the organization towards resounding growth. As the COO, Tiffany’s role encompasses a multitude of aspects, from steering teams to meet financial goals to curating a vibrant company culture. However, her true strength lies in bringing all of these elements together to ensure the organization’s ongoing success. 

Tiffany’s professional journey started in the retail sector. At the age of 22, a significant career milestone moved her to the corporate headquarters of her employer, where she took her first steps into the world of recruiting. During this time, Tiffany experienced an epiphany – the realization that being just one of many employees within a large corporation didn’t align with her innate drive for accountability and tangible impact. 

This realization was the catalyst for the rest of Tiffany’s career path, where she continued to find her calling in leadership roles that provided her with the autonomy and influence she craved. Her evolution culminated in her current position as COO at PeopleShare, where she masterfully manages financial decisions, nurtures an enriching company culture, and safeguards the organization’s long-term vision. 

Personal Growth and Operational Excellence 

In 2008, despite the challenging job market, Tiffany decided to explore new opportunities. She encountered several staffing companies but found them unappealing for various reasons. However, a call from PeopleShare, a startup staffing company at the time, piqued her interest. The founders of PeopleShare shared her dissatisfaction with the flaws in the staffing industry, and Tiffany was captivated by their vision for something different. Against the advice of many people, she joined PeopleShare as a recruiter, embracing the startup’s potential for positive change. 

Tiffany faced the staffing industry’s challenges head-on as a recruiter, working diligently to excel in her role. During this period, she identified gaps in training and proposed a training and operations position to the company’s founders. Initially declined, her persistence paid off, and she eventually started PeopleShare’s training department. 

Her dedication and hard work propelled her to a corporate trainer role, where she underwent personal growth and honed her operational skills. Tiffany’s proactive approach led her to pursue the VP of Operations position, expanding her responsibilities to include departments like Marketing, Customer Service, and Talent Acquisition. As the company continued to flourish, Tiffany recognized the need for a more structured leadership team and proposed the creation of a COO role to the founders. Despite initial resistance, she supported her proposal with thorough analysis and presentations, eventually securing the role. 

Building on Greatness 

PeopleShare’s foundation is rooted in the principles outlined in the book “Good to Great.” These philosophies serve as the cornerstone of the company’s management approach. Central to this approach is the emphasis on people—their placement, roles, and contributions. The first step is ensuring that the right individuals are in the appropriate positions, while simultaneously addressing any mismatches promptly. 

The team at PeopleShare firmly believes in prioritizing people over processes. Rather than implementing processes and then seeking individuals to fit into them, the focus is on finding the right individuals who can effectively create and manage processes. This strategy results in a team of exceptional talents who are not only committed to operational excellence but are also driven by their passion for it. 

Another distinctive aspect of PeopleShare’s philosophy is its approach to hiring. Rather than waiting for the “right time” to bring in new team members, the company subscribes to the belief that it’s never too early to bring on a new hire. This proactive stance is rooted in the understanding that acquiring the right people is a crucial component of long-term strategy. By onboarding individuals promptly and holding them accountable for their contributions, the company lays the groundwork for sustained success. 

Leading with Openness 

At PeopleShare, open communication is a core tenet of Tiffany’s leadership style. Rather than operating in isolation, Tiffany remains actively engaged with the field, consistently seeking input on what is required. She’s committed to ensuring that decisions aren’t made in a vacuum but are informed by the needs and insights of those directly involved. 

The company’s approach is marked by a willingness to face the unvarnished truth and adapt to changing circumstances. Tiffany and her team embrace the concept of continuous change, and they pivot swiftly as needed. The strategic investment in technology stands as a cornerstone, followed by a rigorous focus on optimizing its potential. The objective is to assemble a collaborative team that can effectively harness technology to drive performance enhancements. 

Piloting initiatives is a fundamental step in PeopleShare’s approach. Initiatives are tested through focus groups, allowing the team to gauge their effectiveness before implementation. If an approach falls short, the team takes responsibility, evaluates the shortcomings, and determines the necessary changes to ensure success moving forward. This iterative process underscores the company’s commitment to learning and improvement. 

Employee Engagement 

Employee engagement has garnered significant attention over the past few years, with many companies offering engagement surveys and advice on employee retention strategies. However, a common pitfall lies in the execution of the strategies—many falter when it comes to follow-through. 

Tiffany’s perspective on this matter differs markedly. In her view, employees are the driving force behind the company’s success. Engagement surveys are a part of the company’s leadership approach, but the distinction lies in the commitment to actionable results. Every piece of constructive feedback is treated seriously, leading to one of two outcomes: either a change is implemented or a clear communication is provided explaining the rationale behind not making a change. The linchpin is accountability—doing what is promised. 

Tiffany recalls a recent instance where an employee shared their surprise at seeing their recommendation result in actual change. This experience transformed their perception of the company and cemented their commitment. 

Tiffany acknowledges that turnover is inevitable, as it is in any organization. However, what sets PeopleShare apart is the consistent feedback received even during exit interviews. Regardless of any criticism, employees consistently highlight the company’s exceptional training and professional development programs. 

Innovation in Action 

Tiffany’s role demands a continuous quest for external education, ensuring she remains well-informed about the market, the economy, and the competitive landscape. This commitment is innate to her approach, as staying informed is paramount to effective leadership. 

At PeopleShare, a significant emphasis is placed on fostering innovation. This emphasis is so strong that the company has established a structured process for it. Each year, teams gather for an offsite event where they’re encouraged to challenge every aspect of PeopleShare—be it processes, technology, or culture. This practice is geared towards pushing the boundaries of what’s possible and driving creative solutions. 

The influence of the book “Becoming a Category of One,” introduced by PeopleShare’s founders, has been instrumental. The book focuses on identifying what sets a company apart from its competition. Although PeopleShare already possesses strong differentiators, the company recognizes the ever-evolving nature of the market and the potential for these differentiators to be replaced. Hence, the innovation program was initiated with the belief that it’s often employees who come up with the groundbreaking ideas that lead to a new “Category of One.” 

This approach has borne substantial fruit, yielding not only the possibility of new differentiators but also tangible benefits. The innovation program has led to the creation of new technologies, streamlined processes, and efficiencies that have translated to impressive savings totaling over $1 million. 

Embracing Fluidity 

The staffing industry is inherently dynamic, closely linked to the fluctuations of the economy. At PeopleShare, this fluidity is addressed through a multi-faceted approach. First and foremost, the company confronts these challenges directly, proactively working to anticipate and manage them. Additionally, PeopleShare prioritizes coaching and development for its teams, fostering adaptability as a fundamental skill. Given the industry’s unpredictable nature, the company ensures that its teams are prepared for change from the outset, imparting a mindset that embraces uncertainty. 

Building robust relationships with clients is another critical element of PeopleShare’s strategy. This approach pays dividends during economic downturns, as clients perceive PeopleShare as their partner and maintain their loyalty. A testament to their approach is reflected in their revenue trends, which over the past 18 years have shown a consistent growth rate averaging more than 20% annually. 

Setting the Standard 

PeopleShare boasts three distinct differentiators that set them apart from their competitors and supports their longstanding vision of being the best staffing partner in every market they serve: 

• PeopleView™: An innovative technology that reshaped the staffing industry, PeopleShare’s PeopleView™ delivers a significant edge by offering clients recorded behavioral-based interviews of candidates. PeopleShare introduced this groundbreaking approach in 2009. The rarity of attempts to replicate this technology highlights its uniqueness within the industry. 
• More Local Offices: By design, PeopleShare’s branch offices are placed in clusters. This deliberate strategy ensures that the company offers the largest and most diverse pool of candidates in every market they serve. It also enables PeopleShare to foster strong connections with both job seekers and employers in their local areas, creating long-lasting partnerships that fuel the company’s success. 
• See People Three Times: PeopleShare’s approach to candidate evaluation is rigorous, emphasizing repeated interactions. Candidates are seen three times before they are placed on assignments. This approach transcends the initial polished presentation that often accompanies first meetings. By the third meeting, candidates often reveal their true selves, providing a more accurate insight. This thorough assessment ensures that only candidates who align with the company’s standards are presented to clients. 

Elevating Performance 

In the staffing industry, performance stands as a paramount measure of success. Many companies claim to have established metrics, but Tiffany believes that PeopleShare stands out due to its holistic alignment of goals across the entire organization. From marketing to operations to the most recently opened branches, the singular objective remains consistent: driving the growth of gross profit. 

To ensure this alignment translates into action, PeopleShare employs a comprehensive array of performance tracking tools. Daily, weekly, monthly, quarterly, and annual reports, as well as dashboards, are utilized to monitor and evaluate performance. This meticulous approach ensures that the company is consistently assessing its numbers and actively coaching team members towards enhancing them. 

PeopleShare’s executive leadership team plays a pivotal role in maintaining this focus on performance. Monthly collaborative discussions encompass all 250 employees, covering their progress, needs, and required training. Subsequently, partnerships with the Learning & Development team are forged to ensure that identified tactics are effectively implemented. 

Triumph in Operations and Management 

Tiffany offers valuable advice to those aiming to excel in the realm of operations and management. While job descriptions might emphasize a specific set of skills, she highlights three fundamental qualities that she considers essential: 

• Grit: The ability to persist and persevere through challenges and setbacks is crucial. Grit ensures that one remains resolute in the face of adversity, maintaining determination to overcome obstacles. 
• Humility: Combining strength with humility is vital. Recognizing one’s limitations and being open to learning from others fosters a collaborative environment and informed decision-making. 
• Trust: Trust is the bedrock of effective management. Entrusting your team with responsibilities and decisions demonstrates faith in their capabilities and contributes to a culture of empowerment. 

Tiffany mentions the importance of being both resilient and adaptable while also maintaining an open and humble mindset. Coupling these qualities with a foundation of trust and a willingness to make difficult decisions positions individuals for success in the realm of operations and management. 

Website: peopleshareworks.com