TZL 1425 (web)

ON THE MOVE WARE MALCOMB HIRES ANALISA OLSON AS DIRECTOR, STRATEGIC ACCOUNTS Ware Malcomb, an award- winning international design firm, today announced Analisa Olson has been hired to the firm’s Corporate Accounts team as Director, Strategic Accounts. In this newly created role, she will assist Ware Malcomb in growing its Corporate Accounts portfolio in North America, working in close collaboration with firmwide leaders, as well as the rest of the Corporate Accounts team. Olson has more than 18 years of experience managing corporate accounts and implementing innovative interior architecture and design solutions in Southern California. Her projects have spanned the corporate, hospitality, restaurant and residential industries and have won several awards, including an IIDA SoCal Calibre Award and a Solutia DOC Award. “We are excited to welcome Analisa,” said Ted Heisler, Vice President, Interior Architecture & Design forWareMalcomb.

“There are significant relationships to cultivate as part of our preferred provider programs, and her leadership will be invaluable as we grow our corporate accounts portfolio across North America.” Olson is a graduate of California State University, Long Beachwith a Bachelor of Fine Arts degree in Interior Architectural Design. She is NCIDQ certified and a LEED Accredited Professional for Building Design & Construction. The firm’s Corporate Accounts program spans a variety of industries including office, industrial, retail, science and technology, healthcare, restaurant and education across markets. The unique program facilitates the delivery of consistent, integrated design services for clients, with both local, specialized staff and the vast companywide resources of a North American platform. The firm has completed projects for one in three companies listed on the Fortune 50. Established in 1972, Ware Malcomb is a

contemporary and expanding full service design firm providing professional architecture, planning, interior design, civil engineering, branding and building measurement services to corporate, commercial/residential developer and public/institutional clients throughout the world. With office locations throughout the United States, Canada and Mexico, the firm specializes in the design of commercial office, corporate, industrial, science and technology, healthcare, retail, auto, public/institutional facilities and renovation projects. Ware Malcomb is recognized as an Inc. 5000 fastest-growing private company and a Hot Firm by Zweig Group. The firm is also ranked among the top 15 architecture/engineering firms in Engineering News-Record’s Top 500 Design Firms and the top 25 interior design firms in Interior Design magazine’s Top 100 Giants.

offer, get it out in writing immediately! That means now, not three days from now, or next week some time. Being too slow kills the enthusiasm of a job candidate, just like pouring water on a campfire kills it. 5. Immediately after you extend that job offer (with the implied expectation that the person will, of course, accept), the next question out of your mouth needs to be, “What will you do if you go to turn your notice in and your current employer tries to talk you into staying?” You want that job candidate to tell you they would not listen to that, that their employer could have done more for them before but now it’s too late. No matter what they say, remind them that they have forced their employer’s hand and, of course, they will try to talk them into staying. Make sure they know their employer will expect them to quit again soon, so they will immediately start thinking about their replacement! I’m out of space here now, but don’t think I couldn’t go on. Stop your hand-wringing about the situation and take action – NOW ! MARK ZWEIG is Zweig Group’s chairman and founder. Contact him at mzweig@zweiggroup.com. “It’s not an easy problem and you aren’t going to solve it overnight. By the same token, you won’t solve it in the long- term, either, if you keep doing the same things.”

MARK ZWEIG , from page 11

pay a recruiter compared to your architects and engineers, and hire someone who knows how to recruit people in this market! 2. Get off LinkedIn (it is way over-relied on) and instead get really active in professional societies. Go to the meetings. Get involved. Meet the smart people working for your competitors. Ask them to lunch. Talk about what your firm is doing. Ask them if they would be willing to come over to the office sometime to see what you are doing. Have them meet some of your smart, nice people. Show them your projects. Show them your open-book management report. Ask them if they would consider making a job change. Seduce them! Reel them in a little bit at a time so when their company does anything at all that upsets or disturbs them you will be the first person they call. 3. Teach at your local university. That is where you will find the best and brightest neophytes. You will see who is intelligent, who comes to class, who can communicate effectively, who works well in a group, who is diligent, and more. These are the people you will be able to hire in your business when they graduate. And guess what? They will probably do well. I have been doing this for years. 4. Pick up the pace of your process! When you do find someone good, move fast. Stop taking weeks to make a job offer. Don’t give anyone more than 48 hours to make a decision. You have other candidates and they aren’t going to wait around for you. And when you do make a job

THE ZWEIG LETTER JANUARY 24, 2022, ISSUE 1425

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