We understand very well how to obtain small business customers for apparel needs. We're experts at retention and have a very creative team to keep people buying beyond their first purchase.
We know exactly what type of financing it takes to run this type of business, where costs can be cut and where it's important to focus. We have a large production personnel turnover and we know why that is (and shouldn't be).
One of our best production managers is on board and has over 20 years experience in assembling production teams, creating efficient workflow, and limiting damages with quality control solutions.
We see big issues here and we know how to fix them. Inventory stays on our books far too long, but because of management, we are unable to change this (even while attempting to show a dramatic increase in inventory churn).
One of the strongsuits we have is the ability to keep within our historical margins and not to overspend with operational costs. This is handled by committed people on this team and not the business in question as a whole.
We have years of knowledge with building custom software for our current needs. We use AWS for devops, reactive frontends, and are really obsessive about user experience. Our team is completely full stack.
Can the majority of businesses survive without listening to their employees? Would automation be enough to continue day-to-day operations if half of their key mid-level employees got up and walked out - not to strike, but to start over in the same vertical - with backing - to become competition?
Employers and those people making decisions need to wake up. If you think you're safe, you're not talking to your employees launch.
Unless you, as an organizer, would actively submit something enough to give away the business personnel you actually represent, you are completely anonymous. We only allow account creation via third-party email providers (no work emails) and even then any contact between a Larry Wildman and you is done through the service so nobody receives the signup address unless you give it to an interested Larry Wildman.
Both you and the Larry Wildmans you negotiate with are anonymous until the decision is made to discuss without anonymity. At this time, each party will be required to sign an NDA allowing each party's identity be released to the other and that neither shall be able to discuss these negotiations outside of the signees unless both parties have agreed upon it.
Your happiness, for starters.
2 in 3 employed adults would take a pay cut to be happy at work. - hired.com launch
There's too much money flowing to the top and you're getting very little of it.
"Teldar paper has 33 vice presidents each earning over $200,000 dollars a year. Now, I have spent the last two months analyzing what all these guys do, and I still can't figure it out." - Gordon Gekko play_circle_outline
CEOs take on average 204 times more home than their average worker (not to mention golden parachutes built into contracts regardless of performance). It's time to stop being a number, a cog in someone else's wheel.
Most people have their level of job satisfaction written on their face, in their words, or through their actions. If you can't be sure about somebody, wait to ask them. Ask the ones you know with confidence first and keep building out from there.
Honestly, they would definitely NOT be happy; however, intimidation or firing based on talks of organization is illegal. And in a glass half-full scenario, it may just open up a dialog to make beneficial changes for you and your coworkers.
We safeguard against this. All Larry Wildmans are vetted and must prove their identity. Though anonymous to you, if you suspect you are talking to your boss, you may, as an organizer, provide the boss's name and we will confirm only the name you provide. If it's a successful confirmation, you may choose to end the negotiation with this Larry Wildman. All records of negotiation are maintained only as long as both parties wish to continue. Only if a successful negotiation is met and NDAs are signed will the negotiations be released to both parties. All other unsuccessful negotiations are removed from the service entirely.
Do it if you can! Larry Wildman is for people looking for backing to start a new company where they have in-depth knowledge of a specific niche business. If you're looking to change careers, have backing/money to start your own business, or want to create a startup in an entirely new direction, Larry Wildman is not for you.
Simply remove your anonymous business profile and look inward to your team. Maybe together you can build something while working your full-time positions. Your biggest risk is not to try.
Each Larry Wildman, while still anonymous on the site (you will see the first name and first letter of their last name), is vetted, ensuring they are who they say they are and have access to the necessary backing you'll need for a new venture. They won't have the ability to see your profile without it.
You can look at it like this: whatever skills you've acquired and information you could take with you if you'd apply for a similar job is fair game. You may not provide any information which infringes on any patent, trademark, trade secret, copyright, right of publicity, or other proprietary right of any party. You would/should not be here if you signed a non-compete for your current position (and should hope for this to happen).
Start with what you have. If you've got a good base, holes can be filled. If you have potential, the Larry Wildmans will see it and guide you through your next steps.
Now! Get your information together. Decide who you'd like to take with you. Be ready to hit the ground running to find your Larry Wildman.
This isn't about the antiquated concept of company loyalty. When companies used to recognize the value in individuals rather than throughput or the next best thing, that's when people would work for the company. This is a question about people not wishing to follow failing leadership or a potentially enacted attempt at change management. Followers aren't leaders and someone organizing on Larry Wildman is a potential leader.
Larry Wildman is not trying to take on unicorns or megacorporations. Our target is smaller to mid-sized companies with annual sales of less than $100MM. There are many, many businesses in this range which can be or absolutely need an overhaul in leadership and direction.
Information classified as Level II targets further each area of the business being profiled. As an example, if Level I shows a general marketing overview, Level II might show campaign projections & results, budgets, services used, etc.. Level II also pontentially provides the CVs of committed personnel. The information will still be anonymous, but it'll provide a more in-depth look at how well the organizer and his/her team understand the business they are trying to create as a new company. All information is entered as ranges, not exact numbers. You won't find any information which infringes on any patent, trademark, trade secret, copyright, right of publicity, or other proprietary right of any party.
We'll provide interested, potential Larry Wildmans with complete details on the vetting process but basically each Larry Wildman must have capital reserves or access to them in excess of $1MM. With this, you're given access to business profiles. Your first name and first initial of your last name will become available to any organizer you begin contact with.
We ask the organizers to maintain some level or ambiguity on their actual numbers to ensure they aren't discovered by their employers. However, each Larry Wildman has the ability to contact the organizer and ask unlimited questions until they're comfortable in knowing the organizer completely understands the level of knowledge needed to pursue an agreement. Larry Wildman is only the first step in your negotiations.
Yes. You'll have access to all Level I profiles.
You are mistaking automation for human efficiency. Many jobs can and will be automated but we'll be building towards that for years to come. It's not here now for these positions. Finding capable teams all driven towards one success is very powerful.
Never. If you're interested in becoming a Larry Wildman and helping teams of good people build better businesses than the ones they wish to leave while keeping the lives, happiness, and ambitions of those teams in mind as you build them, there's always room for another Larry.
Henry Ford had incredible forsight with everything business, but probably his biggest accomplishment was to pay his workers enough to purchase his products, keeping them happy while decreasing turnover. Company loyalty was impressive. This shouldn't have changed in the global economy. The average worker should be happy instead of always wanting to look for a better job. People used to take pride in their work. Now they work just to eat. How much more could/would they do if they were happy? Make them happy and find out.
Seems to be. Though these examples are on a bigger scale, these types of companies and mass employee exits will be created more and more as bad leadership is exposed.
Larry Wildman was an investor regardless of kind. His vested interest was not only to turn a profit, but also he wanted to turn things around, ultimately helping the people working for those companies. Larry Wildman is really an amalgamation of character and the ambiguity of the businessman in René Magritte's "Son of Man" painting (with a small helping of Hoffa in there too).