Sep 24, 2026 · 37 min · 10 segments
What does it take to put your people before your clients, even when there is money on the table? In this episode of Highest You, Kate King speaks with Jamie Hosie and Lloyd McMillan, Managing…
Jamie HosieGuest
Lloyd McMillanGuest
Kate KingHost
And I think, you know, that's obviously one of the kind of core elements of your culture.
If you identified other things in your culture that have been really significant in terms of making you successful that you would, you know, that you think are important, what would they be?
From my side, I think there's been a consistency in how, first of all, we've hired people in terms of profiles, personalities.
And to go one step further there, I think one of my rules when we've looked at hiring or expanding the team is I think you can very quickly ascertain someone that has a real thirst, a desire to want to succeed, both personal development and then their corporate careers.
And for me, you know, and that comes down to questions around work ethic, you know, defining success for themselves, asking hypothetical scenarios of what they would do against, you know, looming deadlines and how they would empower themselves.
And you can very quickly put together a very clear visual of how that person is going to fit in the company.
and i think if you look at the team now um there's a collective desire to continue to keep improving conversion rates you know to actually over go and above delivering not against cookie cutter services but real kind of personalized approach around our client dynamics um And, you know, the metrics don't lie.
So you can see that, and I say this, this has been a direct correlation to, I think, our work ethic.
Best friends, you know, there's run clubs, they pay paddle together, they're socialising at weekends.
And I think, you know, that's obviously one of the kind of core elements of your culture.
If you identified other things in your culture that have been really significant in terms of making you successful that you would, you know, that you think are important, what would they be?
From my side, I think there's been a consistency in how, first of all, we've hired people in terms of profiles, personalities.
And to go one step further there, I think one of my rules when we've looked at hiring or expanding the team is I think you can very quickly ascertain someone that has a real thirst, a desire to want to succeed, both personal development and then their corporate careers.
And for me, you know, and that comes down to questions around work ethic, you know, defining success for themselves, asking hypothetical scenarios of what they would do against, you know, looming deadlines and how they would empower themselves.
And you can very quickly put together a very clear visual of how that person is going to fit in the company.
and i think if you look at the team now um there's a collective desire to continue to keep improving conversion rates you know to actually over go and above delivering not against cookie cutter services but real kind of personalized approach around our client dynamics um And, you know, the metrics don't lie.
So you can see that, and I say this, this has been a direct correlation to, I think, our work ethic.
Best friends, you know, there's run clubs, they pay paddle together, they're socialising at weekends.
The rest of this transcript — segmented and speaker-labeled, so you land on the exact moment something was said
Search every transcript — by keyword, by phrase, or by meaning, across every show Radar indexes
Trends — what is surging across podcasts, measured against its own baseline
Alerts — when a name you follow appears in a newly indexed episode
No account is needed to search Radar.