Podcast appearances and mentions of dave nevogt

In this conversation of Coffee with Closers, Dave Nevogt, the co-founder of Hubstaff, shares his entrepreneurial journey and the challenges he faced in building a successful software company. He discusses the importance of finding the ideal customer profile and how Hubstaff targeted agencies as their initial customer base. Dave also emphasizes the value of education and building an audience through content marketing. He shares insights on acquiring paying customers and transitioning to a paid model. Dave highlights the challenges of managing a remote workforce and the future of the gig economy. ▶️ How strong is your growth strategy? Find out for FREE with our Growth Score Quiz—get custom insights and a roadmap to scale. Take the quiz now!

Dave Nevogt- Founder and CEO of Hubstaff-Discusses what could be the new norm- Working from home.

THE 9-5 DAY IS ‘OUT OF THE QUESTION’: HERE’S WHAT GOING BACK TO WORK IN AN OFFICE WILL BE LIKE.Co-founder and the CEO of Hubstaff where he leads marketing and growth // founded several multi-million dollar businesses and writes about growing startups on the Hubstaff blog DAVE NEVOGTResearch from jobs website Totaljobs suggests that, in the U.K. at least, people are keen to get back to their workplaces, with 54% wanting to do so by the end of June. The survey of nearly 7,000 people was conducted online between May 12 to May 15. Masks have been mandated by some governments for people on public transport, but don’t expect to see people wearing them in the workplace long term, says Sean McEvoy, a director at interior fit-out contractor Portview. Businesses may run in shifts, or only have people come to their workplace three days a week. Perspex screens might divide desks and boardroom tables might make way for socially-distanced podiums, McEvoy suggested. The need for office space may reduce, but we’re not going to see flagship buildings turn residential any time soon, according to Patrick Plant, real estate partner at law firm Linklaters.

Dave Nevogt is the Co-Founder of Hubstaff, which helps virtual teams communicate better through automatic time and activity tracking. He runs the day to day marketing, operations, and support for the company. Hubstaff is currently a team of 25 across marketing, development and support that are driven by changing the way remote teams work and communicate. This Episode is Sponsored By: Freshbooks invoicing and accounting software is designed specifically for small business owners. Freshbooks grows alongside your business, so you’ll always have the tools you need when you need them without ever having to learn the ins and outs of accounting. Try it FREE for thirty days, no catch and no credit card required, just go to: millionaire-interviews.com/freshbooks Orgain is a brand that makes clean and nutritional products. Orgain will choose 3 deserving startups and grant them $50,000 each to take their businesses to the next level. If you think you’re a good fit for this grant, please visit: millionaire-interviews.com/orgain On Episode 104, Eric Gilbert Williams talks about his journey from rock-bottom to building and selling a multi-million dollar business. Now, Eric is taking his business experience and coaching entrepreneurs like you, so you can increase your bottom line. For a limited time, you can book a complimentary one-on-one session with Eric to find solutions for your business, no strings attached, simply visit: millionaire-interviews.com/egw-coaching   Want to Support the Show? Well we'd love for you to join our Patreon Group!  What's in it for you?  Well you'll instantly get a scheduled call from Austin, where he'll help you with your current or future business... Sign-Up Now at millionaire-interviews.com/patreon.

Avid listeners to this podcast would know that the bulk of our team is based in Cebu City, Philippines. And I get asked a lot of questions about how we manage employees all the way on the other side of the world.  The quick answer is that I don’t. We have a terrific manager in the Philippines, Mia. She takes care of everything down there. We’re lucky to have such a great group of people working for us that, now, the process is locked down and the whole thing completely runs itself.  Today’s guest has a slightly different approach to hiring and managing a remote team. I’m joined by Dave Nevogt, CEO and co-founder of Hubstaff, a staff monitoring, and time tracking software.  We’ve been using Hubstaff for a while now and it has made managing our team in the Philippines so much easier. From payroll to managing productivity, the software has it all. The company and its main product were born out of a pain point he experienced in a previous business. In this episode, Dave talks about software features and shares tips on how to find, hire, and manage awesome employees all around the globe. As always, here are timestamps to make your podcast listening better. The inspiration behind Hubstaff and the problems that it solved (6:00)  Hubstaff by the numbers (12:24) The pros and cons of having a remote team (16:33) How Dave found people and built a remote team (19:16) The techniques Dave uses to manage employees all over the globe (23:20) The link between time tracking and good team management (28:24) Useful tips for starting a remote team (45:31) Give a Hubstaff a try! Sign up by clicking on our affiliate link and use the code ecomcrew50 for 50% off the first month. Interested to learn more about sourcing from China? Join our free webinar on October 8, 10 AM PST. Reserve your spot now!

Dave Nevogt decided to solve his own problem by making time tracking and reporting more transparent for distributed teams. Find out how he met his co-founder on Linkedin and they went on to organically build a business that is doing over 6M ARR with a team spread all over the globe.

Segment 1: We talk about how small businesses can stand out in a noisy marketplace by succeeding in the two moments of truth. Steve Woodruff is known as the King of Clarity. In this world full of noise and distraction, Steve helps businesses craft a message so clear that they can be heard, remembered, and referred. In over 30 years of business experience, he has consulted with companies ranging from solo startups to Top Five Pharma. He is the author of “Clarity Wins: Get Heard, Get Referred”. Segment 2: We talk about how it has now been 10 years since the Great Recession – how long can this economy keep going? And what do we do as small business owners when it bottoms out? We predict when the next recession will hit and show you what you can be doing to prepare for it. Joshua Davidson has been on a mission with his team to help as many entrepreneurs as possible. To date, ChopDawg.com has helped launch over 250 web and mobile applications for startups, SMBs, non-profits and Fortune 500's around the world. He has a new book, “The Entrepreneur's Framework: How Businesses Are Adapting In The New Economy”. Segment 3: Does anyone who works for you as an employee or freelancer work remotely? We show you the best tools small businesses use to communicate with and keep track of their remote employees. Dave Nevogt is the co-founder of Hubstaff.com which helps virtual teams communicate better through automatic time tracking and activity tracking. He's been running online businesses since he was 23, and now manages a team of 45 remote employees. Dave has been honored as one of Indianapolis's top 40 under 40 entrepreneurs, and focuses on helping others manage remote teams. Sponsored by Nextiva and Corporate Direct

Dave Nevogt is the co-founder of Hubstaff.com which helps teams communicate better through automatic time tracking and activity tracking. He’s been running online businesses since he was 23, and now manages a team of 40 remote employees. Dave has been honored as one of Indianapolis’s top 40 under 40 entrepreneurs, and focuses on teaching others to manage remote teams.

Austin was stuck in a job he hated. But given his non-traditional background and lack of Silicon Valley network, he knew he'd have to work extra hard to launch a career in tech. In this podcast, he details the steps he took to land interviews at Google, Twitter, and other prestigious companies that led to his dream job. Written by Austin Belcak: https://cultivatedculture.com Read by Abbey Rennemeyer: https://twitter.com/abbeyrenn Original article: https://fcc.im/2F8uE2H Learn to code for free at: https://www.freecodecamp.org Intro music by Vangough: https://fcc.im/2APOG02 Transcript: Shortly after college, I began chasing something many people want but few ever get: a job they love. I left school with a biology degree and a job in the medical field. It took me about two weeks to realize I absolutely hated it. I was working 6 days a week, waking up at 3:30am in order to be at the hospital by 5:30. Making next to nothing, I quickly racked up $10,000 in credit card debt. I knew I deserved more, but I had no idea how to get it. I saw people in my graduating class living in New York or San Francisco, making six figure salaries and going on exotic trips. I often wondered what they had figured out that I hadn’t. What was their secret? I dedicated the next 12 months of my life to finding the answer. In this article I’m going to share everything I learned along the way. First, I’ll walk you through the exact process you can use to get a job interview at your dream company even if you don’t know a single person there — you won’t even need to apply online. Next, I’ll teach you how to ace the interview process, get the offer, and land a salary you deserve. I personally used these exact strategies to get interviews and offers at companies like Google, Uber and Twitter. They are also the same tactics that my students have used to land interviews and offers at Google, Microsoft, Slack, Deloitte, PWC, American Express, ESPN and more. Referrals Are The Most Effective Way To Get Hired A recent LinkedIn survey on talent trends showed that 1 in 3 people were actively looking for new work. As of January 2017, the population of employed people in the United States was 123 million. This means that, at any given time, 41 million people are looking for work. On average, an open role at a well known company gets ~250 resumes. 75% of these resumes came from some sort of online portal (like the company’s online application, or a career aggregator site like Indeed.com). Once submitted, these applications are screened by Applicant Tracking software that scans them for keywords. At the end of the process, ~5 resumes make it into the hands of a recruiter. That’s 2% at best. Additionally, The Wall Street Journal published an article stating that 80% of jobs aren’t advertised online. That means that 75% of people applying for jobs are all competing for 20% of the opportunities! Oops. When it comes to getting hired, referrals are the most effective way to secure an interview and land the offer. Here are some stats from a recent Jobvite survey: 40% of hires come from referrals, the next largest channel is via career sites at 21% (almost half as many) Referrals get hired in an average of 3 weeks while other applicants take up to 7 weeks Referrals get paid more on average than cold applicants 40% of hires come from referrals (courtesy of Jobvite.com) Finally, over 50% of six figure jobs are filled via referral. Moral of the story? If we want to get hired at our dream job, we need to find another way to get a referral from an insider. The problem is, many of us don’t happen to have friends or family working at places like Google. Part 1: How To Get A Job Interview When You Don’t Know A Single Person At The Company Know Your Role (And Find It) The first step is having a solid idea of the specific role you are looking for, down to the company and title if possible. Next, you need to make sure that role is available. For today, let’s assume that you want to be an Account Manager in the Technology B2B vertical at Google. Looks like a spot is open in New York: Locate Potential Influencers Next, you are going to find someone who not only knows about the role, but could potentially have an impact on hiring for it. Time to fire up LinkedIn. In the search bar, plug in the company name + all of the information I highlighted above (title, vertical/industry, preferred city). However, before you hit “Search,” we need to remember that you are looking for someone who can influence the hiring process. With that in mind, I usually use a title that is one level up from the position that I’m looking for. If you’re not familiar with title hierarchy structures in the corporate world, here is a quick guide (if you are already familiar with how titles are structured, feel free to skip this section): Side Note: A Brief Guide To Company Organizational Structures By Title Every company has a hierarchy starting at the top with the CEO/Founder all the way down to the entry level employees. When researching companies, especially people to speak to within those companies, it helps to know where certain titles fit in the food chain. That way you can ensure you are talking to the right person. Here is a general list of titles that fits almost any company, starting at the top: C-­Level (CEO, CTO, CFO, COO, etc.) Vice President (VP) Director Senior Manager Manager Coordinator (Entry Level) Associates, Executives, and Seniors In many companies, the above titles have some sort of variation that allows for greater segmentation within that level. The most common forms of this are Associate, Executive, and Senior. Here is what those mean: Associate: this title is usually given to someone who is halfway between positions for some reason (maybe there is typically a 4 year gap between levels and they are 2 years in). A person with Associate in their title is usually one notch below a person with the original title. For example, an Associate Account Manager would most likely be one level below an Account Manager. Senior: ­this title is the more experienced version of an Associate. People with Senior in their title are usually one notch above the original title. For example, a Senior Account Manager would be one notch above an Account Manager. Executive: ­this title is usually given to people who are very senior, or around the level of Vice President. The two most common cases are Sales Executive/Account Executive (synonymous terms for a senior salesperson) or Executive Vice President who is two notches above a Vice President and one notch above a Senior Vice President. That should be all the info you need to make an educated decision around where people stand within the company you are researching. Now that you’re familiar with the company structure, let’s get back to finding that influencer who can help you land this job. Since we are looking for an Account Manager role, the next step up would be Senior Account Manager so your LinkedIn search would look like this: Our first result? A Senior Account Manager who works in B2B at Google: Obtaining Contact Info Now we’re going to reach out and set up a meeting. It’s best to do these in person but over the phone can work well if you’re dream job is in another state or country. In order to get in touch with our influencer, we’re going to need their contact info. Here are 3 strategies you can use to find almost anyone’s corporate email address: LinkedIn This one is obvious but it’s a big time saver and definitely worth the 10 seconds it takes to check. On the person’s profile, right under their picture, there can be a button labeled “Contact Info” (I say “can be” because people have the option to remove it). Occasionally, people will have their email address listed right there — voila! If not, let’s move right along… Reverse Lookup Head over to Voila Norbert and enter the first and last name of the person you are searching for, as well as their company’s website. For example, if we were trying to find Larry Page’s email, our form would look like this: Once it spits out their email you can confirm it using MailTester. Matching Formats If that doesn’t work, you can try finding someone else’s email at the company and use that format reverse engineering your target email address. For example, using Larry Page again, if I know that my buddy John Smith’s email is john at google.com then I can assume that Larry’s email is larry at google.com. The easiest way to get a hold of a company email address is to reach out to someone in sales or media because both of these departments usually have inbound lead forms and people on the other end ready to pounce on those leads. We can also use our LinkedIn method here and target salespeople. Salespeople almost always have their corporate email listed on their LinkedIn because it’s a free win for them. If someone is looking for their product and then finds them on LinkedIn, boom — they just got an effortless inbound lead. Once you have the format, you can use MailTester to confirm your target email address. Research, Research, Research Now that you have your potential influencer, it’s time to do some research so you can effectively reach out and build that relationship. Start with the usual suspects — LinkedIn, Facebook, Twitter, Instagram, etc. and look for common points of interest. To be honest, most people are better at this online research thing than I am, so I’ll get back to the meat here. One thing I will say is, don’t skimp. The more you get to know this person beforehand, the better your chances of landing a referral from them. Some people have said to me, “Austin, isn’t this a little weird? I feel like I’m kind of stalking this person.” I totally get it. However, this information is critical for quickly building a strong relationship and getting that referral. Also, in my experience, people tend to expect that you’ve done some research on them. The key is to understand what is kosher to bring up out of the blue and what isn’t. People are OK with you checking out their LinkedIn, but they may be a little weirded out if you mention that picture from Saturday’s Bar Crawl you saw on Facebook. My general rule of thumb is this: if it exists on LinkedIn, it’s fair game to bring up. If you found it somewhere else (Twitter, Facebook, etc.) use a different method. For example, if I see that my influencer is a skiing fanatic, I may bring up that I went on a ski trip a few weeks beforehand. Sending The Email Now that you have your potential influencer and their contact info, it’s time to reach out. Not only is this one of the scarier parts of this process, it is also the most pivotal. To help you get past that hump, I’ve included the exact email script that I used to reach out to people. In this case, I’m reaching out to Tim who works at Google: Subject: Quick Question Hi Tim, My name is Austin and I currently work at Cultivated Culture. I was browsing through LinkedIn and came across your information — I hope you don’t mind me reaching out of the blue here. I saw that you have extensive experience in Google’s Technology B2B vertical and I’m very interested in learning more about that space. I would love to have the opportunity to run some questions by you, as well as tap into any advice you may have given your knowledge of the industry. I know that your time is extremely valuable so please don’t feel to need to respond in depth. If you do have 5 minutes to chat, I would really appreciate it. Best, Austin There are a few key points to the email above: Address the person you are emailing by name State who you are and make it personable Include some flattery that positions the person as an “expert” As for the subject, Fast Company did a study where they emailed 1,000 C-level executives from Fortune & Inc 500 companies. They found that the subject line “Quick Question” made up 66.7% of total replies. I saw similar results. All of that said, this script is just a framework. You will most likely need to tweak your emails to fit the situation. When that time comes, I recommend checking out Sam Parr’s incredible guide on how to cold email like a boss (Sam has started conversations with Jeff Bezos and Brian Lee (aka Jessica Alba’s Honest co-founder) via cold email). It’s the same guide I used to help craft my email templates. Now hit Send! Prepare For Your Meeting In order to prepare, we have to know what we’re preparing for. The goal of your meeting is to position your influencer as an expert, make them feel special, and build a relationship. You should not and will not mention anything about the opening at their company. People innately enjoy helping others and if you follow the steps above, they will bring this up naturally. You will want to prepare a list of questions that gets them to open up about themselves and the company. I like to ask them several softballs to get things warmed up and then hit them with a few questions they are guaranteed to remember. Here is a quick set that I’ve had success with in the past (I’ve found the last one really seems to stick): I saw you worked at [Previous Companies]. How did you end up going from [First Industry] to becoming interested in [Current Company]? You hear a lot about [Current Company] in the news, but I’d love to hear more about why you love working there. What’s your favorite part? What is one totally unexpected lesson you’ve learned from working at [Current Company]? The “Million Dollar” Question Regardless of the questions you choose, there is one that you must always be sure to ask: “What is the biggest challenge your team is facing right now?” Really dig in here, get them to be specific. This information is going to be critical in helping you land a referral from this person, as well as getting the offer farther down the road. Your Homework: Adding Value (In A Big Way) Okay, so you met with your influencer, things went great, and you identified a major pain point that the team is having. Now we’re going to focus on that last piece. Over the next week you are going to research the crap out of your influencer’s problem. Then you are going to come up with a solution and draft up a proposal for how you would solve it. Your proposal should include: A summary of the problem (to illustrate that you understand their pain) A step-by-step framework of how you would solve this problem A brief outline of how your skill set positions you as an asset to implement that solution Truthfully, this process deserves a post of its own but this should give you a good idea of what you need to do. If you’re the type of person that likes concrete examples, check out this guerrilla usability test that Raghav Haran ran for Airbnb. Once you have all of this information, consolidate it into a Word document, head over to Upwork, and hire a graphic designer to make your proposal look amazing. If you’ve never hired on Upwork before, here is an amazing guide by Dave Nevogt on how to do it right. Following Up With Your Proposal Now we’re going to reach back out to our influencer with the proposal. Here’s the template I used: Hi [Influencer], Thanks again for taking the time out to chat last week. I spent a lot of time thinking about what you said regarding [team’s biggest challenge]. In fact, I created a short framework that should help you solve it. Please find that attached. If you have some time, I would love to chat about it in more detail. Please let me know if you have any questions, I’m looking forward to hearing your thoughts! Best, Austin It’s very important that you do not mention the open position in any of your emails or the proposal. Be patient and wait for their response. When they do get back to you, they will not only bring up the opening but they will ask you if you’re interested. Kindly accept and play it cool. You’re in! Part 2: How To Breeze Through The Interview Process Fast forward — our influencer passed along our resume to HR and they have reached out to set up a phone screen. Once we get past that, we’ll be on to interviewing with the team, and then getting the job. A note to developers: The advice below does not cover technical interviews, which are typically required for developer/software roles. However, the advice below will help create more time to prepare for technical interviews by minimizing the amount of preparation needed for other parts of the interview process. If you are applying for a development role, I suggest you read Cracking The Coding Interview by Gayle Laakmann McDowell. Interviews can be daunting, especially at companies like Google, Amazon, or Uber. I’m sure you’ve read the horror stories about crazy questions they ask people like “Quick — How many golf balls can fit inside a school bus,” or, “how many gas stations are there in Manhattan?” The truth is, most of these companies have done away with those questions. They crunched the numbers and found that the answers didn’t correlate with high employee performance (shocker, I know). In fact, Google’s own Senior Vice President of People Operations called them a “complete waste of time.” These companies have since reverted back to the standard style of interviews, which is great for us because it makes it much easier to identify patterns. We can essentially “guess” what questions will be on the test and prepare answers that will blow our interviewers away (it works way better than it did in college, I swear). Here is the process I used to prepare for each one. Nailing The Basics: Questions You’ll Get In Every Interview According to renowned career guru Penelope Trunk, one of the easiest ways to be a better interviewer is to prepare for the most obvious questions. You may be saying “well duh,” but you’d be surprised by how many people spread themselves too thin by trying to prepare answers to every possible question. 99% of the interviews you go on will follow the exact same template. If you can master the format, your confidence will skyrocket and you’ll be prepared for almost any situation you get thrown into. The Universal Job Interview Format: Tell me about yourself (your experience, why you are interested in this role, etc.) A mix of behavioral questions, which we’ll dive into shortly What questions do you have for me (the interviewer)? Let’s tackle each individually. Tell Me About Yourself This is your first impression. More importantly, it’s the only part of the interview that you totally control. Do NOT rattle off your resume like a grocery list. In order to nail this part you need to craft an interesting story — your story. You want it to be concise (around 2–3 minutes) and you need to think about what you want to convey. I recommend: Choosing 2–3 themes to build your story around (for me, those themes were Persistence, Agility, and Success) Including quantitative metrics whenever possible Addressing the question of why you want to leave your current position (they are going to ask you this anyways, addressing it early shows that you’re aware it’s a concern of theirs and helps put them at ease) To help get you started, here is what my story looked like. To give you some context, I was a biology major who was interested in landing a job in digital marketing: Growing up, like most people, I wanted to be a doctor. I went to [college] where I majored in biology and planned my course to medical school. Not long after, I decided that pre-med wasn’t for me. I wanted to get into digital marketing, and I wanted to be in New York. I set my sights on this goal and created a plan that would get me there. In 2013, I graduated with my biology degree and took a job in medical device sales where I worked from 5:30am — 12:30pm covering surgical cases in the operating room. Then, every day, I would come home and study digital marketing until 8:00pm. In order to gain relevant experience, I got certified in Google Analytics & AdWords and created my own consulting firm that focused on using search engine marketing to generate leads for private golf communities. We were able to increase home sales by an average of 20% while reducing the cost per lead by around 10%. Armed with my new credentials, I began to look for positions in New York. Eventually, I was offered a position at my current company (a promotional analytics company in New York). During my tenure there I have grown my book of business by 467%, spearheaded the creation of an internal group dedicated to marketing the company on the internet, and helped close the second largest deal in company history. However, the company has restructured several times since I was brought on. I’ve had 3 different managers over the past year, as well as 3 titles with different sets of responsibilities. I’m looking for something a bit more stable and [company I am interviewing at] has been somewhere that I have wanted to work since I got into this industry. I’m really excited to have this opportunity. Pro Tip: You are telling a story. Don’t be afraid to embellish a bit. I’m not saying you should lie or make up stories, but you want to sell yourself and you can bet your butt that your competition isn’t afraid to inflate their credentials. Behavioral Questions Next up is the dreaded set of behavioral questions. The ones meant to tease out your thought process and your ability to be a “team player.” This is the part where our educated “guesses” are going to come in handy. The behavioral section is broken down into two parts that I call Standard Questions and Company Specific Questions. Let’s start with the former. Standard Questions You are going to be asked a variation of one, if not all, of these questions in every single interview you go to: Why do you want to work for us? Tell me about a time you exhibited leadership Tell me about a time where you had to work as a team Tell me about a time you’ve had to work with a difficult person, or difficult people Tell me about a time you failed Tell me about a time you overcame an obstacle Tell me about a time when you had success If you can answer these 6 questions, you can handle 9 out of 10 interviews with no other preparation and be totally fine. Just follow the same set of rules I mentioned above in the Tell Me About Yourself section: Craft a concise story Make sure to include quantitative metrics that illustrate your success Anticipate and address objections Company Specific Questions These are questions that fall in the middle of the 7 listed above and “why are man hole covers round?” Never fear though, we can anticipate these too. Head over to GlassDoor. If you’ve never heard of GlassDoor, it’s a great resource for any job seeker that includes salaries, reviews, and interview information for almost any company in the world. First, you are going to search for the position you’re applying for. In keeping with our theme, we’ll search for “Google” under Companies & Reviews: Next, we’re going to click on the “Interviews” Tab: Then scroll down and click on “Filter Interviews” which will bring up some advanced settings. Here we’ll type in the title of the job we want (Account Manager, in this case) and the location (New York, NY). We’ll also select “Received Offer” because the people who didn’t receive offers tend to be slightly, ahem, biased: This will pull up a list of reviews from everyone who interviewed and received an offer for that position. The general comments are really helpful, but we want to focus on a section called Interview Questions towards the bottom. I usually comb through 10–15 of these and add all of the interview questions into a Word doc so I can answer them later: Now you have your second set of questions to prepare for. What Questions Do You Have For Me? Finally, once they are done peppering you with questions, your interviewer will ask if you have any questions for them. This is the most crucial part of the interview. Why? Because so many people neglect it. If you can ask some questions that are even slightly outside of the box, I’ve found that really sticks with the interviewer more than any other part of the meeting. After every interview I’ve been on, I asked for feedback. Without fail, the interviewer made a positive comment about the questions I asked. The good news for you is that I asked the same exact questions in every single one. Here they are: What is your favorite part about working here? What is the biggest challenge you are facing right now? Let’s say that, in one year, you are looking back on this hire. What has that person done to exceed expectations on every level? Ask about a current event (for example — I saw that [Competitor X] came out with this product. How do you see that affecting your business?) What is the most unexpected lesson you’ve learned while working at [company]? Tell me a little bit more about you, what do you like to do outside of work? These questions work because they are based on specific principles of behavioral psychology. They break down barriers and help build a positive association in your interviewer’s mind. If you’re interested in the details, you can read more about it here. Say Thank You While we’re on the subject, be absolutely sure to send a thank you note to everyone you interviewed with. Also include a personal touch to each one (something that you gained from that last question). Many people I talk to say “but I don’t have their email.” Ask for it! At the end of every interview always, always ask for a business card or write down the person’s email in your notebook. If you forget, try using the techniques I outlined above for finding people’s emails and you should be fine. Part 3 — Following Up & What To Do If They Say No This is one of the most common mistakes I see from job applicants. I understand how nerve wracking it is to sit there and wait while everything is completely out of your hands. One of the toughest things I had to learn throughout my interview process was that, while this is a HUGE deal to you, it’s really just another agenda item on the hiring manager’s schedule. They will get back to you, and if they don’t? You don’t want to work for someone who doesn’t have the courtesy of replying to the people they do business with. When Can I Send Them A Reminder? The rule of thumb is one business week. If you interviewed on a Tuesday, wait until the next Tuesday to email them (as J.T. O'Donnell says, never send a nudge on a Monday). When you do, don’t push or be blunt. Keep it short and sweet: Hi [Interviewer], I hope you had a great week! I wanted to quickly follow up and see if there was anything else I could help with regarding the application process. If so, please let me know. Best, Austin That’s it. If they don’t respond to that after another 3–4 days, you have your answer and it’s time to move on. What Happens If They Say No? Ugh. The worst case scenario. Don’t get down just yet though, we’re not done here. I have this quality where I have trouble taking “no” as an answer. When I was interviewing with Google, the initial screener told me that she wasn’t going to put me through because she “didn’t think I was qualified, and didn’t want to waste the team’s time.” I was not happy. So I sent her this: Hi [Recruiter], Thank you again for carving out the time to speak this afternoon. I really appreciate your feedback, and I wanted to add one final note: I completely understand your concerns regarding my experience with [skill]. You are correct that I didn’t have much experience with that at [previous company]. That said, this doesn’t stem from an inability to produce results, but rather a lack of opportunity to do so. While my experience on paper may not match up to the initial expectations of the position’s description, I have do have two qualities that work in my favor: I am an extremely efficient learner, and am also very effective at translating those learnings into practice. Second, I’m much more tenacious than your average individual. My career has hinged on these two qualities. I left college with no digital experience and a biology degree — all of my digital knowledge was obtained through self study. I spent 8 months selling myself without the on-paper experience to back it up. When I was finally given the opportunity to apply my knowledge in a business setting, I playing a critical role in landing the company’s 2nd largest deal in history. I am confident that I can have the same success in this role. I have the resources necessary to learn what I need in order to be successful at [company], and am prepared to do whatever it takes to make that happen. I understand that [company’s] interview process is extremely challenging, and that only the top talent ends up with an offer letter at the end. I also believe that I am worthy of a shot at that letter. [Company] is known for hiring people who excel at the intangibles, as well the ability to learn new things and apply them to existing knowledge. That is my forte. I am not asking for an offer. I am simply asking for the opportunity to speak with the hiring manager to make my case for the position. I’m sure you will find the best person for the position, I would just like to have a legitimate shot at being that person. If you give me that chance, my next set of answers will not disappoint. Thank you again for your continued consideration. Best, Austin Now that may be a little aggressive… Ok, it was pretty aggressive. But she wrote me back an hour later and pushed me through to the next round! Mission accomplished. The moral of the story here is, don’t give up if you get a “No.” Try to identify why you were turned down and then send a note to hiring manager addressing those items (feel free to copy mine). Taking Action There you have it. The exhaustive, step-by-step guide to landing an interview and then getting an offer from the company of your dreams. What are you waiting for? Get out there and start researching!

Hello everyone, today's guest is Dave Nevogt, co-founder of Hubstaff, a timekeeping SaaS that tracks time, progress, and projects for freelancers and virtual staff. Today we'll be talking about how Dave got his start with an e-commerce golf business, how his personal needs and pain points translated into the creation of Hubstaff, and how hard it is keeping track of a virtual team and what everyone is working on. Click here for show notes and transcript. Leave some feedback: What should I talk about next? Who should I interview? Please let me know on Twitter or in the comments below. Did you enjoy this episode? If so, leave a short review here. Subscribe to Growth Everywhere on iTunes. Get the non-iTunes RSS feed Connect with Eric Siu: Growth Everywhere Single Grain Twitter @ericosiu

Dave Nevogt is the co-founder of hubstaff.com which helps businesses easily manage virtual and remote teams through SaaS time tracking, project management, and employee development.  He has founded several multi-million dollar internet businesses since the he was 22, and has been working on them since 2003. His start was in online golf instruction in 2003 which he grew to $1.5Million by 2005. He sold those businesses in 2009, and then purchased and ran a larger search engine optimization software company that focused on link building.  While building and managing these companies he's managed over 100 virtual employees/contractors concurrently. He also writes a popular blog series that teaches what his team has done to grow Hubstaff to where it is today.  Current Revenue streams  Hubstaff has been generating enough money to pay out the founders, pay employees' salaries and sustain operations but it doesn't have one sole revenue stream. The business is currently generating $6 Million in annual revenues from selling its software through a SaaS subscription model.  Starting out in business  Worked for 18 months in a large pharmaceutical company in Chicago. After that he only worked on his own businesses. His first business was a golf instruction e-commerce platform which taught people how to swing a golf club better through videos, eBooks and training aids. Within a year, the business was generating $1.5 Million in revenues and had customers globally. The business taught him his first skills in running an online business.  Scaling up the first business quickly  Dave believes it was a right place, right time scenario because he picked the right business and the right market. The business was very unique because there were only a few people doing what he was doing. The business's quick growth was made possible by the high conversion rates the site was getting because he was using very cheap and unsaturated advertising channels like email marketing. Dave then sold off half of the business.  Transition to the next business   In the course of selling his business, Dave met one buyer in particular who used to buy underperforming ecommerce businesses, turn them around and sell them for a profit. Dave and the buyer bought a software related company together. With Dave managing its operations, the business started generating $2 Million in revenues from selling content. That gave him hands-on experience in running a software related company. They eventually sold off the business.  He also started Hubstaff while still running the software company. He currently runs the marketing and operations side of Hubstaff while his partner runs the technical (development) side of the company with each of them working with a team of 10 and 12 employees respectively.  The Hubstaff idea  While running the golf business, Dave was in dire need of software that would help him manage his technical staff since he had no technical knowledge and therefore needed to make sure he was effectively tracking their performance to ensure projects were being done on time and in the expected way.  That need gave Dave the initial idea of developing Hubstaff. He was also inspired by the need to develop a product that would give value to people, that they would use every day in their businesses. Hubstaff uses time tracking to enable business owners manage their virtual and remote employees by ensuring they are doing what they are expected to do at the right time. The software also acts like an activity tool.  Once he came up with the idea for Hubstaff, Dave looked for a local co-founder. They both invested $26,000 each into the start-up and started the development of the first applications which cost about $40,000. They invested the remainder of the capital into advertising and building traffic for the app. They initially launched the app on free trial basis in order to test the market and once they discovered that it was a highly viable...

Dave Nevogt is the Co-founder of Hubstaff. Hubstaff was started by Dave Nevogt and Jared Brown in 2012, two entrepreneurs from Indianapolis, Indiana. From its humble beginnings, Hubstaff is now actively used by over 8,000 agencies, freelancers, website owners and virtual teams all over the world. Topics discussed during this podcast episode include; What inspired Dave to start Hubstaff Importance of transparency in business How Hubstaff gets new clients And much more! You can play this podcast episode here: Your browser does not support the audio element. Websites referenced during the podcast: Hubstaff.com Hubstaff Talent Here's a timeline of the topics discussed during the podcast: 0:00 - Short bio and intro 1:30 - Dave Nevogt's education and first jobs and businesses 5:30 - How Hubstaff got started because of a need that Dave had 9:15 - Has the vision of Hubstaff changed since its inception? 10:45 - Hubstaff success stories 12:45 - How did you come up with the name 'Hubstaff'? 13:30 - What obstacles/mistakes did you make along the way that you had to overcome? 17:40 - What marketing strategies work well for you in acquiring new customers? 20:45 - Transparency within Hubstaff 21:30 - Dave's final thoughts Like this podcast? If you're enjoying the podcast, it's safe to assume there are others out there like you who would also enjoy the podcast. Help them find it! I've created a short video below that will show you how to quickly and easily rate and review the podcast in iTunes and/or Stitcher. Those people will appreciate it, and you'll feel great about yourself...

How did Hubstaff, a remote team management software business, managed to grow from 0 to over 4,500 customers? Dave Nevogt, Founder and CEO of Hubstaff, shares how he got Hubstaff started, including missteps along the way, and transparency in how the business is running today. Join us for a great conversation about acquiring and understanding your customers in order to grow sales and succeed in your business. *** Tap on this link to access show notes+transcripts, join our private community of mavericks, or sign up to the newsletter: EveryoneHatesMarketers.com/links

Dave Nevogt's company Hubstaff earns its revenue from observing how people work. Here's what he has learned about workers' best practices along the way.You'll Learn:Two questions to ask yourself before handing over your deliverablesOne quick trick to get 1,000 LinkedIn connections in 60 minutesAn improved approach to initiating tasks that delights managers and stretches employeesAbout DaveDave Nevogt is the co-founder of Hubstaff.com which helps virtual teams communicate better through automatic time tracking and activity tracking. He's been running online businesses since he was 23, and now manages a team of 30 remote employees. Dave has been honored as one of Indianapolis's top 40 under 40 entrepreneurs, and focuses on teaching others to manage remote teams. His writing can be found here.Items Mentioned in this Show:Software: HubstaffSoftware: BasecampSoftware: TrelloSoftware: AsanaSoftware: RapportiveSoftware: Pivotal TrackerBook: The 80/20 Principle by Richard KochView transcript, show notes, and links at https://awesomeatyourjob.com/ep81See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dave Nevogt’s company Hubstaff earns its revenue from observing how people work. Here’s what he has learned about workers’ best practices along the way. You'll Learn: Two questions to ask yourself before handing over your deliverables One quick trick to get 1,000 LinkedIn connections in 60 minutes An improved approach to initiating tasks that delights managers and stretches employees About Dave Dave Nevogt is the co-founder of Hubstaff.com which helps virtual teams communicate better through automatic time tracking and activity tracking. He’s been running online businesses since he was 23, and now manages a team of 30 remote employees. Dave has been honored as one of Indianapolis’s top 40 under 40 entrepreneurs, and focuses on teaching others to manage remote teams. His writing can be found here. View transcript, show notes, and links at http://AwesomeAtYourJob.com/ep81

Dave Nevogt’s company Hubstaff earns its revenue from observing how people work. Here’s what he has learned about workers’ best practices along the way. You'll Learn: Two questions to ask yourself before handing over your deliverables One quick trick to get 1,000 LinkedIn connections in 60 minutes An improved approach to initiating tasks that delights managers and stretches employees About Dave Dave Nevogt is the co-founder of Hubstaff.com which helps virtual teams communicate better through automatic time tracking and activity tracking. He’s been running online businesses since he was 23, and now manages a team of 30 remote employees. Dave has been honored as one of Indi

My guest in this episode is Dave Nevogt is a co-founder of Hubstaff, a time tracking software for remote teams. Hubstaff allows managers to see time spent on projects, screenshots, activity levels, in-depth reports and timesheets. Dave has been founding companies since 2004 with his first success coming at 23. In this episode, we discuss how to generate recurring income from a software, managing virtual teams, how to find partners and build high-performance teams in your business, how to use SaaS to get rich and also share insightful information when building your company. Share your thoughts with me on Twitter @mclaubscher and Instagram @cashflowninjapodcast Click To Tweet: How to Create Income Streams From Software and Manage Virtual Teams with Dave Nevogt If you have enjoyed our podcast, please share with friends and family Please Subscribe, Rate, and Review on Itunes so more people can find us! so more people can find us! Interview Links: Hubstaff Recommended Books: Getting Real: The Smarter, Faster, Easier Way to Build a Successful Web Application by Jason Fried The 80/20 Principle: The Secret to Achieving More with Less by Richard Koch   Support Our Sponsors Healthy ONNIT, use coupon code GETONNIT to receive 10% off your order when you use it at www.cashflowninjahealth.com Wealthy Fundrise, a great way to participate in commercial real estate investments. Learn more at www.cashflowninjawealth.com Wise Audible, download any audio book for FREE when you try Audible for 30 days at www.cashflowninjabook.com   Killer Resources! Money Masters Playbook Cashflow Ninja Cashflow Investments Checklist Cashflow Ninja Cashflow Toolkit Thanks so much for joining me again this week. Have some feedback you'd like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the bottom of the post! Also, please leave an honest review for the Cashflow Ninja Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don't forget to subscribe to the show on iTunes to get automatic updates, please follow me on twitter @mclaubscher and instagram, @cashflowninjapodcast. Special thanks to  for joining me this week. Until next time! Live a life of passion and purpose on YOUR terms, M.C. Laubscher

Bob and Patrick reflect on their conversation with Dave Nevogt of  Hubstaff- and Bob talks about his new startup

Episode 15 of Free People Move is a special treat for everyone interested in remote work, because we had a chat with Dave Nevogt, co-founder of Hubstaff. Dave, who is pretty much a remote work veteran, told us about what Hubstaff does and who's in the team, how they manage Hubstaff and communicate effectively, we discuss tools to try out, and the perks and challenges that come with being a remote worker. Have fun!

Bob and Patrick speak with Dave Nevogt of Hubstaff. 

Dave Nevogt is the co-founder of Hubstaff, has three kids, and gets more than 8 hours of sleep every night. Hubstaff is a SaaS company that helps virtual teams communicate better through online time tracking. They’ve just broken $1 million in annual revenue. Tune in to hear how Dave’s managing disagreements with his co-founder, a tight breakdown of his unit economics, and why you should be taking more risks. Famous 5: Favorite Book? – The 80/20 Principle What CEO do you follow? — Hiten Shah Favourite online tool? —Google Docs Do you get 8 hours of sleep?— More If you could let your 20 year old self know one thing, what would it be?— That taking risks is okay. Even if it doesn’t work out, you’ll learn from it. Time Stamped Show Notes: 01:03 – Nathan’s introduction 01:28 – Welcoming Dave to the show 01:40 – Hubstaff is a SaaS business that helps track time and invoice clients 01:50 – Launched in 2013 - the business is entirely bootstrapped 02:20 – Split the original investment 50/50 with his partner 02:50 – What will Dave and his partner do if they disagree on something big? 03:15 – If there’s a disagreement, one person can buy the other one out 04:22 – Currently have 2600 paying customers 04:50 – Services track time and record activity, screenshots, what software is being used 05:35 – Average customer is paying $35 per month 06:22 – MRR in March 2016 was just under $88k 07:26 – 20 employees, with a head-count cost each month of around $46k 08:15 – Adding about 270 new customers each month 08:45 – Customer churn is 3.9% 09:12 – Lifetime value is around $660 09:55 – Founders based in Indianapolis, with a global team 10:50 – Paying around $90 on per-customer acquisition 11:14 – Spread through company to contractor to company 12:30 – Blog gets around 40k unique visitors per month 13:00 – Around a 7% conversion rate to free trial at the Hubstaff homepage 14:20 – Connect with Dave via email or through the Hubstaff website 16:25 – “We just want to build the business up to a healthy annual revenue and then live our lives” 16:55 – The Famous Five 3 Key Points: Always take risks. Even if things don’t work, you’ll learn. Find a partner who’s on the same page as you. And even then, make sure you’re prepared for disagreements. Have your numbers at your fingertips Resources Mentioned: Host Gator – The site Nathan uses to buy his domain names and hosting for cheapest price possible. Freshbooks - The site Nathan uses to manage his invoices and accounts. Leadpages – The drag and drop tool Nathan uses to quickly create his webinar landing pages which convert at 35%+ Audible – Nathan uses Audible when he's driving from Austin to San Antonio (1.5 hour drive) to listen to audio books. Show Notes provided by Mallard Creatives  

On the episode this week, Mike speaks with Dave Nevogt. Dave is the co-founder of Hubstaff and Mike and Dave chat about what it's like to pivot from one entrepreneurial venture to another and how Dave is especially adept at eliminating distractions and dealing with disruptions. Priority plays a role in how Dave handles his tasks and he shares how he keeps himself moving on the right path along the way. Mike and Dave also dive into what Dave does to help infuse some of his own strategic way of dealing with distractions and disruptions within Hubstaff. (And meetings get a mention as well.) Finally, Dave shares his thoughts on striking a balance between quantitative and qualitative productivity. Relevant Links http://www.davenevogt.com/ (DaveNevogt.com) https://hubstaff.com/ (Hubstaff) http://blog.hubstaff.com/remote-team-management-book (The Definitive Guide to Building a Remote Team | Hubstaff) http://blog.hubstaff.com/grow/ (Everything we've learned to grow our time tracking startup | Hubstaff) https://twitter.com/hubstaff (Hubstaff (@hubstaff) | Twitter) https://twitter.com/dnevogt (Dave Nevogt (@dnevogt) | Twitter) Thanks for listening!

Today we talk about content foundation with Dave Nevogt, co-founder of Hubstaff. He will explain us what content foundation is and the benefits that it brings for a business. Don't ... See acast.com/privacy for privacy and opt-out information.

Episode 015 of the Rhodium podcast features an interview with Dave Nevogt and Jared Brown, founders of Hubstaff. Hubstaff is a software tool actively used by over 8,000 agencies, freelancers, website owners and virtual teams all over the world. It tracks when your team members work, shows you what they are working on, and how effectively […] The post Hiring And Managing a Virtual Team With Dave Nevogt and Jared Brown (Podcast 015) appeared first on RhodiumWeekend.com | Buying And Selling Websites Event.

Dave Nevogt is the co-founder of Hubstaff, a time tracking software that helps with managing remote teams. Previously Dave ran an information marketing business in the golf niche that did well over 7 figures a year. Dave has been founding companies since 2004 with his first success coming at 23.

Dave Nevogt, cofounder of Hubstaff, talked with us about their heavy focus on SEO. He shares their techniques and some easy wins to help get the most juice out of all your content. Learn more about your ad choices. Visit megaphone.fm/adchoices