Marijuana Business Magazine - April 2018

marijuana. He wants to ensure the potential new hire knows how to run a business well. That means look- ing outside the marijuana industry to put the company ahead of the competition. “That is the next progression,” Van Rixel said. “You hire a CEO to move you to that next level. As we get larger, I need someone who under- stands the mechanics of running a larger company.” As for personality, Van Rixel wants a person who can get along with him. “Someone that can make sure that my wishes can get implemented in a way that are best for the company,” he said. Whiteman wants a person who can work well with other executives at her company. At press time, Whiteman was seeking a chief operating officer – in particular, someone who could offer strengths to offset her weaknesses. “I’m looking for someone who has demonstrated that ability to run the day-to-day operation,” she said. “But also someone who brings to the table some of the skill sets that are not my strongest to backfill for me a little bit.” Because Wana is a manufacturer, Whiteman needs someone who understands the production and manufacturing side of the business. “But I’m also looking for some- one who is strong financially, who understands how to look at and man- age the financials,” Whiteman added. Typically, Whiteman also wants to know why a candidate is interested in the marijuana industry. “What fits with our culture is that there’s a lot of passion and com- mitment for the plant itself and the potential that plant has to improve people’s lives,” Whiteman said. “We’re not looking for somebody who neces- sarily uses cannabis themselves, but somebody who has some connection to it, a little bit more than just, ‘Oh, it’s the next big industry.’” To determine such characteristics, Whiteman said, it’s important to have a comprehensive hiring process that allows candidates to show who they are. People send in resumes and cover letters, and Wana’s human resources director reviews them. If the HR direc- tor likes the candidate, she notifies Whiteman. If Whiteman agrees, the EXECUTIVE SUMMARY As marijuana businesses grow and evolve, hiring a person for a C-suite position is crucial for company owners and top executives already with the business. You’re looking for someone who can fit into your business culture and has specialized experience to fit your needs. When hiring a C-suite executive: • Focus more on hiring for skills and expertise rather than cannabis industry knowledge. • Bring in someone from outside the industry to give your business a competitive edge and allow it to move to the next level. • Find an executive who can offset any weaknesses you have as a business owner or existing top executive. • Determine if that person will fit in, including an ability to work well with the other executives. • Allow a new hire to learn from other upper-level executives in your company. HR director does a phone interview. If the HR director approves, then Whiteman does a phone interview. Only then does the candidate come in to meet the whole team. WHERE TO LOOK Mullin uses online recruiting resources such as LinkedIn or Indeed. She also posts job opportunities on PharmaCann’s careers homepage. Van Rixel has tried a few options, depending on the situation. They’ve included headhunters as well as advertisements in traditional media like Inc. magazine. “The right kind of people read that magazine,” he said. Wana doesn’t use a recruiter, instead relying more on word of mouth. “It’s a lot of letting people know that we’re looking,” Whiteman said. And, if necessary, she posts on Indeed and LinkedIn. HOW TO TRAIN At PharmaCann, newly hired executives undergo a “rigorous onboarding process.” New hires are paired with current executives to provide them with dif- ferent perspectives of the business. For example, PharmaCann recently hired a new chief marketing officer. Part of her onboarding process will be to meet with each executive on a regular basis as sort of a mentoring program. Nancy Whiteman is co-owner of Wana Brands. Photo courtesy of Wana Brands Scott Van Rixel is co-founder of Bhang Chocolates. Photo courtesy of Bhang Chocolates 96 • Marijuana Business Magazine • April 2018