I can only imagine that the best job offered at Lamborghini or Ferrari would be an engineer. Not because it’s the highest paying position, but rather because there is no one there who has a more intimate relationship with the details or the process of creating those cars. I can imagine someone claiming to know everything there is to know about one of those cars in the presence of its engineer and then just seeing the engineer snicker softly to himself because he is thinking, “Oh, if only you knew.”
So if I really wanted to understand what is behind the finish, what was under the hood, I would ask the engineer. Now, perhaps I’ve stretched this analogy just a little too far, comparing my job to that of an engineer for Lamborghini or Ferrari, but here at Leadgenix, I’m an SEO engineer, so I feel qualified to tell you why this a quality company and just what is going on under the hood.
I want to start with the disclaimer that writing on this topic was my decision. No extra incentive was provided. Trust me when I say I mean what I am about to say and it’s not the hourly wage talking!
David and Goliath
Our office is based in Provo Utah. Perhaps you’ve heard about Utah’s newly acquired nickname, “The Silicon Slopes.” This comes from the many tech companies that are moving to or starting up here in Utah. Some of the industry’s biggest names are based out of Utah, so lets just say Big Leap is in among a fair share of competition.
A characteristic of Big Leap that I believe both employees and clients can appreciate is Big Leap’s position as a “David” among some “Goliaths.” Communications with clients is very thorough, transparent and personal. Clients work with one account manager and get frequent reports on all kinds of metrics and analysis so that managing relationships and expectations is kept simple. Big Leap does not spread its clients thin across a team of 5 or 10, but rather accountability rests in the hands of just one ol’ Brandon, Megan or Scott.
Now perhaps there are some Goliath companies that operate similarly to Big Leap in that sense. I don’t claim to have a complete grasp on how massive SEO firms work with clients, but in my experience working with Goliath companies (of any kind), I have noticed that they all have one thing in common–they need cogs in their machine. When I have worked at these kinds of companies I was a cog, my job was simply to perform a task and go home.
I like to think of Big Leap as the Dunder Mifflin of the SEO industry (without the child-like and hilarious idiocy of Michael Scott). There are a lot more Jims here than Creeds or Stanleys. One of the best parts about working here is the appreciation and expectation for vision Big Leap has for its employees. Account managers always want SEO engineers to be involved in finding grand solutions for client issues, even if the answer is not SEO related. Big Leap involves the whole team in creating strategy because they believe anyone could be the next Will Hunting rather than the next Kevin Malone. How do you like them apples?
Current in an Ever-changing Industry
Once upon a time, Google’s search engine results were organized almost exclusively in reference to how many back links a website had. So basically it was an SEO engineer’s job to spam links anytime and anywhere. As of 2014, the SEO game is one of quality over quantity.
One of the reasons I choose to sing the praises of Big Leap is because they were among the first to figure this out. There are no guaranteed, automatic ways of getting to the top of a search result. Sure there are best practices and theories that are better than others, but no one should guarantee the exact outcome or results in this industry. Big Leap openly guarantees their clients that the industry’s best practices will be put to work on their project. SEO is not a secret sauce, it needs to be a transparent method that translates to clear and valuable shared content.
All places of business have some sort of hierarchy regardless of how informal they may operate. In most places I have worked, hierarchy finds its way into company culture and then leaks into personal behavior and then all of the sudden, those in leadership struggle to separate their position in a company with their relationship to individual employees.
I feel comfortable making this generalization–most everyone has either been a victim or seen others be victims of a boss or supervisor who used their position as unfair leverage over a subordinate employee. In my six months here at Leadgenix, however I have yet to see a display of leadership communicating with employees they have stewardship over in an unfair manner.
Another atypical trait of Big Leap is their encouragement of chatter. Most companies I have worked for have discouraged most any kind of conversation between co-workers. Most companies see it as time that could be spent working, however Big Leap encourages this behavior because they want everyone to not only feel some sense of community, but they want everyone to feel comfortable asking questions.
Perhaps you can relate to this- a supervisor tells you to feel free to ask them questions but when you take them up on that offer they don’t provide the interaction you were expecting. So often supervisors will tell you, “my door is always open,” yet they wear a demeanor that discourages interaction and ultimately intimidates you from asking questions.
This is another common circumstance I have yet to encounter here. Most, if not all conversations with my supervisors end in “Does that make sense?” or “Did I explain that okay?” Questions are not just said to be encouraged here–they are actually encouraged. Any place where management is actually interested in your growth and learning, there will also be an environment of success.
You might say that since I’m not a manager, supervisor, or someone who often plays golf and fraternizes with the CEO, my opinion is not worth that much, but I assure you, I’ve spent enough time under the hood of Big Leap to know that there is some serious grit and horsepower here.