TZL 1450 (web)

TRANSACTIONS RIMKUS CONSULTING GROUP, INC. ACQUIRES CORE HUMAN FACTORS Rimkus Consulting Group, Inc., a worldwide provider of forensic engineering and technical consulting services, today announced the acquisition of Core Human Factors, a human factors analysis firm that provides research and guidance on consumer, industrial, and healthcare-related products. The acquisition provides Rimkus’ Human Factors Practice with an extended suite of services focusing on medical devices and regulatory guidance. “With 10 acquisitions in the last two years, our aggressive growth strategy will continue in 2022, focusing on areas that drive value for our clients. Core HF’s team brings a medical device lens to our Human Factors Practice. We believe the combination of Core HF and our current Human Factors group will make Rimkus a global leader in the field of Human Factors and we look forward to seeing how our clients will benefit from this unmatched team of experts. We are committed to expanding Rimkus, providing enhanced services, and

supporting our team as we drive growth and innovation together,” said Curtis Brown, chairman and executive director, Rimkus Consulting Group, Inc. “The Core HF team draws on an extraordinary wealth of experience and truly understands how to bring a personal aspect to their work, much like we do at Rimkus. Additionally, their team’s collaborative approach and advanced technology made this an ideal acquisition. Together, we’ll be able to customize the customer experience and continue elevating Rimkus as an industry leader,” said Robert Kocher, President and Chief Executive Officer, Rimkus Consulting Group, Inc. Core Human Factors’ mission is to apply a human touch to all aspects of user research: serving their clients, connecting with their study participants, collaborating with their co-workers, and improving the usability and safety of products and services. They use a variety of analytical and observational research methods to help companies improve their products at all points in the design

lifecycle, from conceptualization through post-market troubleshooting. Their niche is medical and drug delivery devices, and they align their efforts with their clients’ human factors engineering programs as team contributors or develop and manage all HFE efforts when requested. “We’re honored to join the Rimkus family and to work alongside their team of seasoned and established experts. Our two companies are aligned in our shared vision of being a global leader in engineering and technical consulting. Together, we will continue to provide and expand our professional expertise and client service to our valued clients,” said Adam Shames, MBA, founder and CEO, Core Human Factors. Since 2020, Rimkus has completed 10 acquisitions worldwide, growing their network to more than 1,200 employees and over 100 offices. Through the acquisitions, Rimkus has enhanced their existing practice areas to stay ahead of their global customers’ requirements and invested in solutions that enable the company to remain a leader.

this out monthly or quarterly, not next April after the fiscal year closes. The faster rewards are tied to overall company financial performance, the more consistent your performance will be. 5. Work from home. You may think it’s better with everyone in the office and I wouldn’t disagree. I think it’s great when everyone is in one place working together. But like it or not, COVID proved many people can work from home and do perfectly well. Work with your people. And people have other options for where to work, many of which will offer that opportunity. Don’t have a one-size-fits-all policy on this stuff. You could lose some good people you need if you are too hard-line on this one. 6. Job titles. In my experience, the more you have, the worse morale will be. This is especially true with “status” titles like vice president, senior vice president, associate, senior associate, etc. I don’t want people feeling bad because someone got a title they didn’t get. Focus on functional roles – and what someone does if in that role. And roles change. Some people fill multiple roles. It’s a team. You don’t see baseball or football teams with status titles. There is no “senior pitcher.” That’s because they are unnecessary. You want to look more like a tech company than a stodgy, no- growth law firm? If so, turn HR upside down and do something different, now! Mark Zweig is Zweig Group’s chairman and founder. Contact him at mzweig@zweiggroup.com.

MARK ZWEIG , from page 11

questions together that could trip up a job candidate and instead devote your time to figuring out how you can make them desperately want to join your firm. Find the best realtor in your area who can sell out-of-towners on living there. Find the best route from the airport that shows off your area. Get your best people meeting with job candidates instead of those with nothing better to do. Meet at good restaurants. Have an office that looks like an exciting place to be. Show them your best projects. Give them a summary of all your unique benefits and policies other firms don’t have. SELL instead of thinking your job is to eliminate bad apples. Change your orientation. “The old days of once a year pay reviews are gone. With inflation rates higher than 9 percent, and the average firm needing 15-20 percent more staff than it has, I would strongly urge you to look at everyone four times a year.” 4. Peanut butter profit distributions. Some percentage of the firm profits needs to go to everyone. It’s not “socialism.” It’s just smart. Make everyone feel like they are owners. Reward everyone for being part of a high-performing overall company. Encourage cooperation. If someone doesn’t deserve to get anything, either “fix” them or fire them. Your job as a manager is to do just that. And pay

THE ZWEIG LETTER JULY 25, 2022, ISSUE 1450

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