20 Questions: Our Director of Making Magic Happen

Get to know Regina Kelley, Director of Program Management at MoxiWorks!

 

regina kelley header image

Regina Kelley is like our coach and our cheerleader. She keeps us on time, helps decide which plan of action to take, and helps us execute all while rooting us on along the way. She’s our Director of Program Management, and she gives a whole new meaning to “efficiency.” But she’s also much more than her job at MoxiWorks and we wanted to get to know her a little better. Basically, she’s the perfect victim for our next 20 Questions!

Drum roll please…

 

1. How long have you been at MoxiWorks?

Five and a half years.

2. What do you do at MoxiWorks?

I help plan and manage the company’s large strategic initiatives and projects.

3. What’s your favorite MoxiWorks product and why?

I like them all! Our Moxi Engage product specifically though because when we came up with the concept of an “all-in-one” CRM (that could also help agents manage their transactions and be more productive and make more money) it was something no one else had done or thought of up to that point and it was really exciting to be a part of from the beginning.

4. What’s your philosophy in life?

It’s corny but it’s “have fun and be yourself.” No matter what situation you’re in, whether it’s at work, home, relationships, or with family, and you can be yourself in it, then the rest just falls into place.

5. What’s your favorite movie?

Anything Disney! Right now, it’s Tangled. My husband’s right now is Moana.

6. What’s your favorite thing about MoxiWorks?

Uhm, everything! The people obviously. From day one five and half years ago when people asked me the same question, it’s always been the people. We just have really fantastic people at not only at what they do, but they also care and support each other and at the end of the day that’s the most important thing. It makes it so much better.

7. What’s the best part of your job?

It’s working with the teams of people who are working on the products and initiatives we’re working on as a company and helping them find new ways to do things. I just love it when the light bulb turns on and they discover that new way. I see their excitement in what they do and helping them do that is the best part of my job.

8. Disney World or Disney Land?

Plot twist: Tokyo Disneyland!

9. Do you consider yourself an introvert or an extrovert?

A balance. I’m a libra, so I’m very balanced. I can be very introverted and very shy, but I also have this extrovert side in social situations or at work.

10. Where did you grow up?

I was born in New Hampshire and lived in Northern Maine for 10 years and then moved to Idaho.

11. What’s the next place on your travel bucket list?

Africa!

12. What’s your favorite part of the day?

Going home at the end of the day and hanging out with my husband and our pets.

13. What was your first job?

I worked at Domino’s making pizzas and answering phones. I was 18 and they let me manage a store when I was home during the summers.

14. What keeps you at MoxiWorks?

So many things! The people. And just how exciting the industry is right now and our part that we’re playing in that.

15. What do you do when you’re not working?

Disneyland! Traveling to exotic destinations occasionally and hanging out with my husband.

16. Did you choose this career path, or did it choose you?

I definitely chose it. I clearly can remember being in Junior High and we had a family computer that we always used, and my sister and I would stay up all night long building NSYNC and Justin Timberlake pages. When people asked what I wanted to do when I grew up I’d say I wanted to be a CEO of a software company. I was always drawn to the software industry from a really young age.

17. You win the lottery. What’s the first thing you do?

Go to Disneyland Paris!

18. If you could meet anyone dead or alive (or animated) who would it be?

My mom’s mom! My parents named me Regina Theresa after her. She passed away when my mom was only 18, three years before I was born, I wish I could have known her. I would love to be able to do that!

19. What is the most interesting part about working in the real estate industry?

All of it. I guess that it’s so personal. Agents are helping their clients buy and sell homes. That’s where you raise a family and live and it’s very personal to clients and I think that’s what is the most interesting is that it’s the most special. It’s a unique industry and there’s not that many things that personal to people.

20. What is your biggest challenge right now?

My biggest challenge right now is helping MoxiWorks scale, because we’re growing so much, and our customer base is growing and the number of products we have are growing. Helping us find new ways to do things to continue moving at our current or a faster pace is my main priority.

 

Thanks for letting us sit down with you, Regina! Not only have you shaped MoxiWorks into the machine it is today, but you’re continuously making us better for the future. We can’t wait to see how things evolve next! Also, please take me to Disneyland Paris with you. I’ll be practicing my French on the off chance you feel like putting me in your suitcase.

 

By Tiana Baur, Content Marketing Manager

Posted on October 8, 2018 at 5:01 pm
Tiana Baur | Category: Working at Moxi | Tagged , , , ,

20 Questions: Get to Know Your Account Manager

20 Questions with Katie Shibale, Account Manager at MoxiWorks

katie shibale header imageKatie Shibale is on the front lines of MoxiWorks, always working hard to delight clients, making sure they are well taken care of from all angles: training, materials, integration… the list goes on! Being an Account Manager is a tough job, and we’re thankful Katie and her awesome teammates are here to do it.

We thought it’d be fun to sit down with Katie and get to know her just a little bit better. If you’re reading this and happen to be one of our clients, there’s a good chance you’ve experienced Katie’s brilliant work ethic, communication, and determination to deliver the best to your brokerage.

Without further ado, here’s 20 questions with Katie:

1. How long have you been at MoxiWorks?

1 year this month!

2. Best and worst thing about living in the Seattle area?

The traffic, of course, is the worst.

The views are by far the best. Between the mountains, the water, and the trees, it is breathtaking here.

3. What has been your favorite achievement so far at MoxiWorks?

There are two in particular.

The first, is creating and implementing a training process for incoming Account Managers. I took experiences from my career and was able to create a manual that made the transition to being an Account Manager at MoxiWorks more seamless. In doing so, I was able to watch a fellow Account Manager go through that and become a kickass AM quickly.

The second, is completing my first official onboarding with a well-known brokerage in the industry. I created a successful launch and relationship with them, and that’s a great feeling.

4. What’s your philosophy in life?

Do what you love, love what you do.

5. What would you eat for your last meal?

Really good authentic Mexican food (and some whiskey).

6. What’s your favorite thing about MoxiWorks?

The culture, honestly. Looking at how we all work together… and I love the fact that we are a name versus a number (like you tend to be in big companies). Each department actually works together versus everyone just working on their own path.

7. What’s the best part about working with your clients?

There are so many, so I’ll try to keep it short. First, building strong, trusting relationships that allow us to truly partner with one another. I love when they have that “ah-ha” moment once they truly find the value in what we do here. That’s the moment they begin truly promoting the products, helping us (MoxiWorks) further innovate, and agents become more productive. Finally, when I get to meet the agents in person. Watching them get excited about the different tools and how easy they are to use is rewarding.

8. NFL or MLS?

That’s a mean question, but NFL had my heart first!

9. Do you consider yourself an introvert or an extrovert?

Introvert – or maybe the one in-between (ambivert). I think I come off as an introvert, but when you get to know me you can’t shut me up.

10. What keeps you at MoxiWorks?

My team for sure. I love the collaboration between us. I know this may sound corny, but we’re like a family. We’re constantly joking around, supporting one another, and really challenging each other to become better (all around people) each day.

11. Cats or dogs?

Definitely, dogs!

12. What’s your favorite part of the day?

The evening because I get to spend time with my son.

13. What was your first job?

I was a Nike sales associate.

14. What interested you about MoxiWorks in the first place?

I was originally in the mobile apps industry, so getting into the software industry sounded interesting. After I talked to Kylah (Director of Integrations and Partnerships at Moxi), I realized the culture was exactly what I was looking for. Ultimately, I knew this was going to really stretch me, challenge me, and allow me to grow in all areas.

15. What do you do when you’re not working?

I’m on the sidelines at my son’s football, soccer, or basketball games cheering him on.

16. Did you choose this career path, or did it choose you?

It definitely chose me. I started in the education field, that’s what my degree is in. I had a friend who worked at a mobile app company and had an opportunity to work for them too, but as a remote employee. It worked great since I could work from home as a mom. From there, I got into software. I never expected to be here, but grateful that others saw my potential and took a chance on me.

17. What does your ideal Saturday look like?

Start out with a cup of coffee for sure, and then either watch my son play sports (or play sports myself). And if my son is at his dad’s, then hanging out with girlfriends with a nice bottle of wine and a good movie.

18. How would you describe your communication style?

I’m kind of an over communicator and can be assertive, especially if I’m confident in what I am saying. I prefer going up to someone and verbally talking things through, as it is really important in understanding exactly what’s happening to help avoid any confusion.

19. What stands out to you about real estate technology since you’ve joined the industry?

Since I’m newer to the real estate industry, I’d say understanding how technology has increased at such a rapid pace. It’s also fascinating how a lot of real estate agents embrace it, but there are way more who wish it never came to real estate. Being able to create something really simple and professional is essential to technology adoption.

20. What is your biggest challenge right now?

I would say that each brokerage/each client that I work with has different needs, especially based on the market they are in. Trying to create a product or tool that really satisfies each of their needs is challenging and then trying to find a workaround that they’re pleased with has its own challenges as well.

Thanks, Katie for letting us ask you these questions! But more importantly, thank you for contributing to Moxi and our amazing culture! #ItTakesMoxi

Posted on September 27, 2018 at 4:25 pm
Tiana Baur | Category: Working at Moxi | Tagged , , ,

Carrot Cake and Inclusivity at Work

By Ringo Nishioka, SPHR – SCP, VP of Operations at MoxiWorks

 

inclusivity at Work

Today, one of our senior developers brought in a large carrot cake for the entire company. The reason? To mark the 25th anniversary of his immigration to the United States. As the HR guy here at MoxiWorks, I love this for a couple of reasons:

  1. He is a success story. A hard-working developer and family man, he is making a living in one of the hottest tech markets here in Seattle.
  2. He brought in cake to share with his colleagues, co-workers, and friends. I find this to be next-level employee engagement. If he didn’t like the company, employees, or the work, he wouldn’t have brought in such a treat for over 70 people.

I am often approached to speak about diversity and inclusivity at work. Just last month I addressed a Fortune 100 company on the subject. As an executive, I understand why a company benefits from hiring diversely. As a minority, I have experienced what it is like to be the only minority in the room in my personal and professional life. I don’t know everything about diversity, but I do feel like I have relevant perspective when it comes to hiring people and creating an inclusive workplace.

Like most technology companies, we appear under-represented when it comes to diversity. However, when compared with other tech giants founded in Seattle, we are more diverse in most categories. Even so, I do receive flak about it here at MoxiWorks and visually, I get it.

We recently hired a VP and I heard that employees were disappointed when they learned it wasn’t a woman. Truth be told, we interviewed both men and women, but in the end hired the best person for the role, who happened to be a white male. The newly-hired VP even heard from employees that if we were serious about diversity, we would have hired a woman of diversity. Ugh.

Here at MoxiWorks, we don’t chase diversity and inclusion. We appreciate it, we embrace it, but we don’t chase it. What I mean is we don’t hire diversely to fill quotas or meet numbers. As a minority myself, I don’t want to be hired just because I filled a quota. I don’t want anyone thinking, “Ring got this job because the company and the executive team needed a minority.” I want to know I landed this job because I was the most qualified. More importantly, I want everyone to recognize they hired the best person for the position.

I was proud of our CEO, York Baur, when he stood in front of the company and said the same thing. “We are going to hire the best person for the role. We are not going to hire diversity for the sake of diversity. Help us hire the right person for the role by referring us the best candidates.” (For reference: We rely on employee referrals and offer a small gesture of thanks when we hire from their networks.)

Here are the reasons I loved the carrot cake gesture that our Senior Developer, Konstantin Kifa, shared with the company:

I didn’t know that Konstantin was an immigrant.

I am a big believer that what a person says or does can convey as much as what he does not say or do.

Konstantin doesn’t make a big deal of being a diverse employee and has never approached me about diversity or inclusion issues in the workplace. He does his job very well and his nationality, gender, and religion don’t impact his work. His life experiences affect his performance, of course, but he doesn’t bring issues to the workplace; instead, he is known for his intellectual horsepower and work ethic. (Note: His email to the company didn’t mention what country he immigrated from!)

I believe that MoxiWorks is organically creating a diverse and inclusive place to work. It isn’t contrived, and HR isn’t practicing “diversity by the numbers.” When employees like their workplace, they bring their families to visit and encourage friends to apply. When they don’t, their families won’t set foot in the building and they don’t recommend the company as a good place to work.

I like to think that because diversity isn’t an issue at MoxiWorks, our employees are comfortable bringing their accomplishments into the workplace.

Thank you, Konstantin, for getting your message across without even mentioning it. And thank you to everyone at Moxi for creating an inclusive place to work.

Posted on September 20, 2018 at 4:14 pm
Tiana Baur | Category: Working at Moxi | Tagged , , ,

The Man Behind Our Technology

20 Questions with Mark Carlson, VP of Software Engineering at MoxiWorks

 

mark carlson header image

Picture Mark Carlson as the person we all strive to be: hardworking, kind, (tall), and somehow making it to the office before anyone else does, every single day. If you see him he’ll surely have coffee in hand, running off to build bada$$ technology for brokerages and agents across the nation.

Since he is the man behind the machine that is MoxiWorks and because he doesn’t get nearly enough of the credit he deserves (even though he’d rather not have it – sorry Mark!), we thought we’d shed some light on him and what makes him tick – besides coffee that is.

 

Here it goes:

1. How long have you been at MoxiWorks?

Almost 8 years.

2. How many employees do you manage?

43

3. What has been your favorite product to build and why?

Moxi Talent because we spent a lot of time talking to potential users and learning about the problems they face and came up with a really new and interesting way to help them do their jobs more effectively.

4. What’s your philosophy in life?

Shortcuts rarely are.

5. How do you take your coffee?

Black

6. What’s your favorite thing about MoxiWorks?

The culture.

7. What does the future hold for MoxiWorks’ tech?

Continued innovation in both our product and how we get work done.

8. You were just on vacation. Where did you go?

Scotland

9. Do you consider yourself an introvert or an extrovert?

Introvert

10. What keeps you at MoxiWorks?

The people, the culture, and the work.

11. Apple or android?

Apple, barely.

12. What’s your favorite part of the day?

Early morning.

13. What was your first job?

Worked at a Baskin Robbins ice cream store.

Edit: His favorite flavor was Jamoca Almond Fudge

14. What interested you about MoxiWorks in the first place?

I really wanted to work for a small, innovative, growing company.

15. What do you do when you’re not working?

I play golf as often as possible and hang out with my wife and kids.

16. Did you choose this career path, or did it choose you?

I chose it.

17. What is your biggest pet peeve with modern technology?

Passwords.

18. How would you describe your management style?

Helping people focus on the most important things first.

19. What do you think has been really innovative in real estate in the past 5 years?

Cross-product integration.

*Insert pitch for Moxi Cloud here.*

20. What is your biggest challenge right now?

Transforming MoxiWorks from a small to medium sized company while maintaining nimbleness and drive toward innovation.

 

Yes, Mark is a man of few words. Yes, he’s a genius. And yes, we approve of his favorite ice cream flavor. Agility and productivity are two must-haves in our world and we mean it when we say – Mark brings it. We can’t wait to see how he helps MoxiWorks continue to grow, evolve, and deliver the ultimate experience to our clients.

Posted on September 6, 2018 at 3:59 pm
Tam Nguyen | Category: Working at Moxi | Tagged , ,

A Moxian Life: A Tale of Adversity and the Will to Succeed

By Mavis Chi, Staff Accountant

mavis chi article header imageI was an intern at MoxiWorks 10 months ago and recently became a full-time employee. I landed an internship here through a presentation that York Baur, the CEO, gave at my finance class at University of Washington Bothell. At the beginning of his presentation, I wasn’t interested in the real estate industry and hardly remember what was on the PowerPoint. My primary focus was York’s personality as a CEO; he was funny, friendly, and approachable. I thought it would be fun to work for a company that provides a relaxing and flexible environment, yet always encouraging its employees to take a step further.

So, I approached York at the end of his presentation and earned an internship with Moxi. Also, who doesn’t want to work for a company that has a motto “Get shit done,” right? But this isn’t one of the stories where I tell you how awesome it is to work at Moxi even though it is pretty awesome. This is my story of how I was a non-English speaking immigrant who became a first-generation college graduate and landed an entry level position as a Staff Accountant.

Do you remember the last time you achieved a long-term goal? Do you remember that incredible force that over-pumped your endorphins that made you jump up and down and shout out, “I did it?” Well, you may only see that reaction in a 21-year-old or younger, but you get my point. I had a similar feeling a month ago at my first college graduation. For some people, a bachelor’s degree may not be a phenomenal achievement but rather a necessity, an expectation because everything is planned for. For others, like me, achieving a bachelor’s degree is almost as hard as finding a needle in a haystack. It’s not because of the lack of intelligence but the lack of encouragement.

I was raised in a traditional Vietnamese culture, where boys are more valuable than girls. My mother was forced to quit school when she was 13 years old to get into the workforce – yes, child labor was not regulated in Vietnam – to help finance for my uncles/her brothers’ tuitions. All my older female’s cousins quit school after high school because they didn’t think they could make it through college. When I first came to the United States seven years ago, my primary drive was to get a college degree. A close relative told me that, “You hardly speak any English, it will be a waste of time and money trying to catch up with other people your age. I think you’d be better off marrying someone here, so you are taken care of.” As wrong as it sounded, he was right about my English ability. I pushed my goal aside and focused on improving my English. During that period, my “English instructors” were the customers that came into my cousin’s nail salon, movies with subtitles, newspapers; I even sacrificed my chances to make friends who are from my country so that I could practice English with the native speakers.

Six months later, I moved to Kentucky to stay with my brother hoping that he could help me get into a local community college. I was staying with my sister-in-law and her family at that time, they didn’t like the idea of me going to college because they wanted me to work for them in return for my free stay, and I couldn’t afford the tuition on my own. My brother doesn’t have a say in his immediate family, so I had to hold off my college again. After a few months of working 10 hours a day scrubbing people’s feet and other chores at my sister-in-law’s nails salon, I discovered the tuition reimbursement program at UPS from a regular customer at the salon. I applied and was hired as a warehouse loader working from 10pm to 3am (Mon – Fri) – it was the only shift that qualifies for tuition reimbursement program. With the benefits that I received from UPS, I finally applied to a few English as a Second Language (ESL) classes at a local community college.

Growing up in a city (Ho Chi Minh city, Vietnam) makes it difficult for me to adapt to the country living, so I moved to Seattle once I completed my ESL classes. Seattle opened a new path for my education journey. I discovered a local college (Bellevue College) where it accepted my high school transcript from Vietnam and converted the classes into usable college credits. With the result from the assessment test, I only needed two more English classes to start taking courses for an Associate degree in Business Administration. Pell grant Financial Aids and scholarship helped me get through the AA’s program, but the living standard in Seattle prolonged the process. With the high cost of living, I couldn’t be a full-time student and worker, so I had to take one or two classes at a time in the first two years of college. After four years of on and off with courses, I finally finished my AA with a 3.79 GPA and applied to a business school at UW Bothell and got accepted. One and a half years later, I become the first generation in my family to graduate from college.

The feeling of an accomplishment that I described at the beginning isn’t just over-pumped endorphins. It is my pride for overcoming the discouragement and standing up for what I believe in. My story is only one of many stories where people encounter difficult obstacles that prevent them from achieving their dream, yet they conquer their hardships and punch the impossible in the face. One of my classmates that graduated with me was a lady who is 60+ years old, her story is that she had to push her education aside for her husband and children. Whenever in doubt, always remember: “No one can make you feel inferior without your consent.” – Eleanor Roosevelt.

You are probably thinking why is this relevant to the blog? And why is this girl talking about herself? Because I’m a Moxian and we have a saying that goes, “What got you here won’t get you there.” At Moxi, everyone is always evolving and pushing themselves to go above and beyond to create better products to benefit our customers. This is who we are! We “get shit done!”

Interested in a career at Moxi? We’re hiring.

Posted on July 11, 2018 at 4:58 pm
Tam Nguyen | Category: Working at Moxi | Tagged , , , ,

Recruiting Trauma: Ghosting at Work

By Ringo Nishioka, VP of Human Resources & Operations

ghosting header imageYou met a great agent you would like to recruit or a potential home seller that you really like. For both of you, business and personal values align. You have a few great phone calls and face-to-face meetings. Suddenly, your colleague disappears and falls off the map. They don’t return your calls and may even miss a scheduled meeting with no heads up. Silence. Just a big echo chamber which leaves you wondering what you did wrong. We have all been there.

What happened? You were ghosted.

It’s happening in dating relationships, companies looking to hire new employees, and yes, in real estate, with both potential recruits and potential home sellers. Unanswered texts and phone calls that are not returned. It hurts. You have invested time, money and emotional energy into the relationship only to find it come to a very hard and dead end.

What is ghosting?

Ghosting refers to when someone in a relationship disappears without any warning sign. The term is a common one in our online world with the advent of dating apps, but we are hearing about it more and more in the professional world as well. We understand it might happen in potentially shorter term personal relationships, but in long term professional relationships?

“Dude, that candidate ghosted you? I can’t believe that. I thought for sure she would accept your offer.”

What are the signs you might be ghosted?

This isn’t our first rodeo here at MoxiWorks. We still get ghosted by candidates we are looking to recruit, but we know some of the signs to look out for. We are not surprised we are dropped like a hot potato when:

  • There is a lack of engagement between MoxiWorks (the hiring company) and the candidate.
  • When emails exchanges contain slow responses. When we email, we look for timely responses and hope to see a response by the end of the day.
  • We look for courteous follow ups and thank you. If we took the time to interview someone or show them around our office, we take a follow up thank you as a sign our candidate is engaged.

Why does it happen?

We have a number of theories, but these are just theories and ours alone.

Bad Communication/Unreal Expectations
We believe that ghosting happens when the communication and expectations between two parties doesn’t match up. Most of us would take the time and effort to talk these differences through, but in an age of immediate gratification, for some it is easier to just walk away.

Your Compass is our Amazon.
We are competing for tech talent in a town where there is a shortage of talent. Every brokerage out there is living in fear of Compass. They have deep pockets, endless perks, and are the shiny object right now in the real estate industry. What’s our version? Amazon. We know what it’s like competing against a giant with endless amounts of cash. When candidates feel like they have opportunity, they can act very differently. There are more tech jobs than tech candidates in Seattle. Consequently, the candidate doesn’t feel the urgency to respond as quickly or respond at all.

How to avoid being ghosted:

  • We explain what our interview process will look like in the very first interaction with a potential candidate. We explain how many interviews there might be, who the candidate will meet with and why we take it so seriously. I literally say the following: “Our process may be a little longer than others, but we want to learn what we can about you as the candidate and we want you the candidate to learn as much as you can about MoxiWorks. Ultimately, we are looking for a great fit for both parties because we want you to be as happy as we are with you.”
  • Keep the dialogue moving. Nothing creates engagement better than engagement. If your candidate or potential seller has to wait days for a response, they will assume you are not interested in them.
  • End your emails with a proposal to continue the dialogue. Give your seller something to respond to.
    • “I’d like to meet next week and talk about talk about X. Coffee is on me.”

We mentioned that ghosting happens more in economies where the candidates feel they have choices. The way to overcome this is to make the candidate feel like YOUR SERVICE IS A UNICORN. There may be a lot of agents in town, but YOUR BROKERAGE AND SERVICE IS DIFFERENT. THERE IS ONLY ONE OF YOU IN THIS TOWN!

Benefits of being ghosted:

Believe it or not, there are benefits of being ghosted. You know the candidate’s true colors earlier vs. later and you didn’t find this out after investing in them for six months of training or showing half a dozen homes. Time is money, and they just saved you a lot of it.

Posted on July 9, 2018 at 4:01 pm
Tam Nguyen | Category: Working at Moxi | Tagged , , , , , ,

Moxi Products: Why We Thrive on Agent Feedback

By Connor Baldwin, Technical Product Manager

As seen in Mile 62 eMagazine

feedbackOur goal as an organization is to make agents’ lives easier, and brokerages more profitable with our technology solutions. How could we possibly do that? There is such a wide variety of agents and brokerages in this industry, we could easily spend our entire year’s budget on user research and we still might not even get it right. So, you know what we do? We listen.

How do we listen?
We do it actively. We take cues from the people who give us feedback and dig deeper into that topic they are discussing with us. Examples of this are in abundance at MoxiWorks. Our Customer Support team, a vital part of our company, do this with our end-user’s every single day. They receive feedback through a variety of mediums and immerse themselves into what our biggest user group is saying.

Then we have our Account Management team – they have calls with all of our clients every single week and are always ready when something urgent comes up. They talk to some of the most important people at our client brokerages; the people who know and care about their agents as if they were family. We also have our Sales team talking to prospective clients to understand their potential needs, along with our Executives talking to partners and industry experts, and it all ends up back with us.

Our team (Product), then receives this expertly mined information and we analyze it. Once it has been analyzed, then we decide to spend some money and do user research on the things that this feedback has helped us deem as meaningful. This usually involves interviewing users and running usability tests. These are both time consuming, but they help validate our assumptions, give us new insight into the lives of our users, contribute to building out of extensive user personas, and help us address our user’s true pain points. These two exercises are essential to getting it right the first time, which saves everyone time and money.

Why do we listen?
This is an even longer list, so I will just talk about my three favorites.

One – we listen because we want to build brand loyalty. We want to strengthen our relationships with our client’s operators all the way down to their agents. It is important to us that they feel like they have a say in the evolution of our products. This shows them we truly value their opinions and it helps us grow with our clients. Hey, and maybe they will recommend us to a friend.

Two – we listen because we flat out want to build better products. These are our users, they know the products really well and they are associated with real world use cases. The information we get from them allows us to make valuable changes to our existing products and build badass new ones. This will help retain those who are near and dear to us, as well as add more folks to the Moxi family.

Three – we listen because we want to learn market trends. I know what you’re thinking, the third one is a little more specific than the first two. Cut me some slack though, I’m on the product team. The feedback we get from our various sources all has a ring to it. It signifies change in the industry. A basic example of this could be, “We want you to add/change this feature because there was a shift in the industry. Its original use is no longer helping our agents increase their productivity and our brokerages bottom line.” Ok, that was a poor example, but you get what I’m saying. All this feedback we receive paints a huge picture of the real estate industry and its volatility, and that is awesome, because that picture helps us not only plan for the future but drives us to innovate.

There is a phrase that is thrown around quite a bit in our company. It goes, “What got us here, won’t get us there.” This is especially relevant to gathering feedback from our users. Where simply letting feedback roll in from agents and higher-ups may have done the job two years ago, that is not the case now. In order for us to continuously improve our products we must find new ways to gather feedback. We must educate ourselves on interviewing users and finding the root of their problem. It is critical to set our users up to give constructive, contextual feedback. We would only be doing a disservice to our users and ourselves if we just stuck with the “Have Feedback?” prompt in product and called it a day.

Posted on May 25, 2018 at 4:36 pm
Tam Nguyen | Category: Working at Moxi | Tagged , , , , , , ,

How MoxiWorks Empowers Its Employees

By Tom Shively 

moxi empowers employees What attracted me to MoxiWorks was the level of collaboration that’s expected from every department. Upon first starting, I was asked how I felt about working with many, if not all, of the other teams here and if working as a part of a dynamic fast-paced team was something I could excel at doing. Fast forward two years and I can honestly say this experience has lived up to the promise.

One of the greatest parts about working at Moxi is if you have a fun, creative idea, it is encouraged you run with it. I have been at a number of tech companies and nowhere else has had an atmosphere of not only collaboration, but encouragement to think outside the box, outside the building, and outside your comfort zone.

It had been about five months after I started as Moxi’s trainer that I was sent across the country to host a series of talks teaching agents about our products. The event went spectacularly well, in no small part because of the teamwork our office has. On this trip I was joined by Senior Account Manager, Daniel Bailey, and our Manager of Product, Jillian Igarashi and the strengths of these two became obvious very quickly. Daniel can talk to anyone, about anything, at any time, and Jillian has an encyclopedic knowledge of our products and what’s coming! It was because of these two that this conference went so well.

Before I left I realized many people don’t know what happens when we travel into the field to present. So, I decided to bring my camera and film what happened, so I could create a recap video for the rest of the office to see what we accomplished. While on the trip I filmed all the different aspects of a Real Estate conference from our booth to the classes we taught and the travel from coast to coast. When I got home, I was able to piece together a story I thought would be interesting for the rest of the company to see.

The response I got was nothing like I could have imagined. I first sent the video to the executive team who asked if they could show it at our “All Hands” meeting later that day so the whole company could see it. The rest of the company seemed excited to see what happens when we go into the field and the response the industry has to our products. It was because of this positive response, I have continued to create videos for the company.

 

You see, our company has a mantra. “Think outside the building,” and nowhere is this more apparent than our community service day each year. Moxi shuts down for an entire day, takes all 70 techies and rolls up our collective sleeves to help Ryther. Before we made our way over, I was asked if I could bring my camera to capture some of the day. I agreed without hesitation and began shooting the moment we got there. Being able to speak with the staff and tour the facility to see what impact Moxi can make in helping the lives of the people in our community can only be described as extraordinary.

Making the video for this day was one of the most rewarding projects I have had the pleasure of creating. None of this would be possible without the support of Moxi as a whole, and the ability to accept a mentality that doesn’t just focus on what comes across your desk but is limited only by your creativity. Moxi empowers its employees to do better, follow your goals, and think outside the building, where ever that may be.

Watch Tom’s Community Service Day video below! 

 

Posted on May 9, 2018 at 3:54 pm
Tam Nguyen | Category: MoxiWorks, Working at Moxi | Tagged , , , , , , ,

Why MoxiWorks is growing FAST

By Ring Nishioka, VP of Operations at MoxiWorks

employee referral blog header

I joined MoxiWorks about 18 months ago and when I joined, the company had just under 50 employees and an office space of about 5000 square feet. The Little Engine that could has come a long way in the past 18 months. The doubling of our agent count has included 25 new employees and the doubling of our office space square footage.

As one of the HR folks in the company, it has been my responsibility to hire these last 25 employees along with our HR Specialist, Emily “HRSavage” Sherwood. We have hired 13 employees since the beginning of 2018 and we’re not looking to slow it down anytime soon.

MoxiWorks is based in Seattle, Washington and the market for technology talent is very similar to the real estate market – there are more buyers than there are sellers/inventory. All of the large tech companies have created more job openings than there are candidates. So recruiting quality candidates can be tough.

In the same way that the market has driven up the price of homes in Seattle, the market has driven the starting salaries for technologists through the roof. Graduates from good schools with computer science degrees and zero experience are making more than their parents. While that might sound absurd, it’s the truth. Supply and demand at its finest.

The multiple offices of Amazon, Facebook, Microsoft, Google, and the numerous startups including Uber, Lyft, and CHEF, to name just a few of the more recognizable names, is putting a squeeze on the little engine MoxiWorks.

So, what is a non-Microsoft sized tech company to do when it needs to fill openings? Like most brokerages, we try to entice candidates by creating a cool place to work and creating a strong brand in the marketplace, but the best thing we have done to recruit new talent is the use of our employee referral program and the use of social media.

Like most companies, we offer a referral bounty for employee referrals. We pay this bounty on the first day of the new hires employment. We don’t ask the employee who made the referral to wait three months before we pay out because it was the hiring manager and the interview loop that made the hiring decision.

Our bounty is $1500.00, which is modest by Seattle standards. We don’t want Moxians to quit their day jobs because the bounty on a referral is too high. We want to say “thank you” with a token of appreciation. Why do we want referrals so badly? We want referrals because our employees feel this is a great place to work and want to share the experience. Make the referral $10-$20K (yes, it is a thing) and folks will throw random candidates against the wall in the hopes of getting lucky.

Our employees are MoxiWorks BEST source of referrals and leveraged with Social media, we can make a serious dent in the list of open positions. And the same could be said for new agent recruits. Moxi employees know what our culture is, they know what success looks like, and they know the hiring managers. As an HR guy, what I like the most about employee referrals is that new hires that are referred by a current employee have a friend, ally, mentor and big brother / sister to watch their back. We know this is typical for brand new agents just getting into the real estate world. We all need someone to show us the ropes. These employees put their reputations on the line and are motivated to make sure their referral is successful.

To give you some perspective, the last three months at MoxiWorks looked like this:

  • Our Test Engineer referred TWO technologists.
  • Our Marketing Automation Manager referred our VP of Marketing
  • A new hire developer liked the interview process so much, he referred his developer friend BEFORE HIS FIRST DAY OF EMPLOYMENT.
  • Our CEO referred our CFO

If we went through a hiring agency using outside recruiters, we would have spent close to $170,000.00 in agency fees. We also would NOT have had organic relationships with these new hires.

We create a job posting and then our Content Marketing Manager, Tiana Baur, creates links that the employees can post on their persona LinkedIn, Facebook and Twitter feeds.

And just like that, we’re swimming in plenty of quality referrals from our employees we know and trust.

Yes, we are hiring, and currently looking for:

If you’re not currently a Moxian and want to refer a candidate that we hire, we would like to say “thank you” with a bottle of Johnny Walker Blue. Hit me up at Ring@moxiworks.com.

Posted on March 28, 2018 at 4:08 pm
Tam Nguyen | Category: MoxiWorks, Working at Moxi | Tagged , , , , , , ,

My Proudest Moment: The Moxi Fund’s Humble Beginnings


moxi fund By JoDee Aspin, Database Developer at Moxi Works

I started working for Moxi Works in 2012. At the time, the Moxi Fund had existed, but wasn’t being treated as the priority I felt it should. There was about $4,000 sitting in the fund, mostly from donations that staff made over the years. No one was overseeing the fund or guiding it along to a prosperous future. Fortunately, that soon changed.

Mark Carlson, VP of Software Engineering, knew I had interest in the Windermere Foundation, which has always been extremely visible to Moxi Works since our founding roots are in the Windermere Real Estate brokerage. Because of that, Mark asked if I wanted to take control of it and as you can imagine, I jumped at the opportunity! In fact, it’s one of the reasons I said yes to taking the job at Moxi.

The fact that people on staff had donated money that was just sitting in a pot and not getting to the people it was intended for, bothered me to no end. Under the Executive Director of the Windermere Foundation’s guidance, I formed a team and we began troubleshooting ways to generate more donations to the Moxi Fund.

Initially our team included Tom Harnett, Jillian Igarashi and Jeff DeMelle. We determined that we really had two main goals, first, to continually promote awareness about the Moxi Fund within the organization, and second to generate enough interest that the entire staff thought of new ways to fundraise and help in growing the pot. I think we were all surprised at how quickly this took hold. We started to generate more and more interest and thus our funds began to grow little by little. It really kicked off once our CEO, York Baur got behind it (whom at the time had just joined Moxi Works). From that point on, there was only up. In fact, the Moxi Fund has raised more than $80,000 for charities in our community.

The Moxi Fund is a win for our entire company, and one that makes me proud of each person that gives to it, whether through volunteering for the Moxi Fund team, donating funds, or participating in the activities around it. More than that, it makes me proud to work for a company that promotes and fosters programs that give back to the wider community. So many took ownership and it was so lovely to see and be a part of. Today, because of logistics, I am no longer there with the team, in fact there are many new people involved, but my heart is there and always will be. The growth of the Moxi Fund is my proudest moment at the company (one of many I might add). Can’t wait to see how the Moxi Fund continues to grow in the years to come!

Posted on January 10, 2018 at 5:06 pm
Tam Nguyen | Category: MoxiWorks, Working at Moxi | Tagged , , , , , , , ,