23: Bruce Marable

Show Notes

  • Bruce Marable is the co-founder and CEO of Employee Cycle, an HR technology company
    • Bruce received his B.A. in Communication Studies from West Chester University of Pennsylvania
    • Bruce always knew he wanted to be an entrepreneur
      • In college, he would buy wholesale t-shirts, bring them back to campus, and sell them at a markup
    • While in college, Bruce wanted to be in entertainment and managed Patti Labelle's Philadelphia recording studio
    • But, while still in college, he fell in love with tech and created University Bay
      • Bruce says that it failed gloriously because it taught he and his cofounders that they have the ability to build something from the ground up
    • After graduation, he got a job as a media planner at Tierney Communications, an advertising, and PR firm
    • He went on to work at Razor Fish (now Sapient Razor Fish) as a search engine marketer
    • Bruce has founded a number of other startups: Defined Clarity (Web-design and Dev), gatherDocs (an applicant tracking system) which merged with Efficient Hire), finally landing on Employee Cycle
  • Employee Cycle plugs into the disparate HR systems (payroll, scheduling, and others) and aggregates the data into one centralized location, organizing it intelligently, allowing the HR Manager to make smart, data-driven decisions
    • Employee Cycle flips the old HR model of spending 90% of the time on manually generating reports and only 10% analyzing on its head
    • Bruce uses the analogy of a car dashboard
      • The dashboard in your car displays only relevant information - your check engine light only comes on if there is a problem with your engine
      • However, when it does come on, it doesn't display the full error code, you need to go to a mechanic to get it diagnosed
    • Employee Cycle's competitive edge is their sleek and optimized User Interface (UI)/User Experience (UE)
  • Bruce thinks the biggest shake-up to HR is going to come from the future of work
    • The gig economy, the side hustle, the grind, whatever you call it - more people are picking up odd jobs and irregular work and that is going to have interesting implications for Human Resources and building culture
    • Another shake-up is going to come from what some are calling the 4th Industrial Revolution (AI, robotics, virtual reality, etc) -- how do HR departments keep up when 25% of the jobs current high school students will be applying for, don't exist yet
  • Bruce's biggest HR tip is onboarding:
    • Not just the paperwork and the software modules new-hires need to go through, but the actual experience of being brought on-board the company and making them feel like they're a part of the team
    • For example, a Google study found that turnover is much lower when the manager is there with the employee on Day 1
    • Even things like letting the new employee know where the coffee machine is and how to use it can be huge
  • Employee Cycle has several next steps:
    • They are looking to build-out their service and create more APIs and plugins
    • They're also working to build a sharing ability, to share the data in Slack and other platforms