There are a few ways to track things automatically, but they get complicated: - referral program software - Give your referrers special URL's with parameters that identify them as the referrer (like http://url.com/?referrer=JohnDoe), then push that value into a hidden form field - Create a separa...
Neither am I, and I work with this stuff all the time. You need a statistician and a psychologist at least. The content has to be grounded in accepted psychological terms, and proven statistically relevant. Maybe you could talk to the DISC people and rent out their expertise to do so...won't be...
As you likely know, people make a lot of decisions based on price. Having different pricing points isn't distracting, it's often the driver for making a decision - as people compare value of an offering to the price of its offer. So no, I don't think you should set all your prices at the same lev...
I believe Quickbooks can do everything for you. Not 100% sure, but I would look into that.
Hi I have quite a lot of experience in setting up and running PMO (as a part of performance improvement and turn around projects) In short what you need: 1. Agreed with your boss framework in which projects will reported to you and steering committee or other supervision body. You need also some ...
I've found talented data scientists in several other countries who do just as good as ones I've worked with in Silicon Valley. It is not a position one can automate away, of course - one needs to know more about the type of data that needs grooming and what types of skills best fit it (DSP vs ana...
HourlyNerd would be a great place to find someone who can aid in fundraising.
I met these guys at the INBOUND14 confrence in Boston last year. Their pricing was way better than many things I was quoted before and they really do draw all thins by hand. They had a guy sketching people while there. They should be able to take you from start to finish within the scope of the p...
You should try posting this on HARO http://www.helpareporter.com
It's great that this employee has been transparent about the fact another company wants him. The problem is that this employee is ambivalent about his connection to your Company. Really, under 100 employees at least, this is unacceptable. I would first reflect on why you think he's looking e...