Sprout Featured in US News and World Report

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Last Updated (Monday, 29 November 1999 17:00) Written by Brandon Carter at Tuesday, 28 October 2008 09:55

Hired Help

The pros and cons of hiring independent contractors

In entrepreneur Bruce Law's former life at a corporation, his unit's regular work virtually came to a stop at the same time every year when a certain big annual project was due. Today, Law, 46, keeps his company's wheels turning during both fast and slow times by using a corps of independent contractors to provide flexible, skilled help just when he needs it.

"We use [independent contractors] for two reasons: flexibility and variety," says the founder and president of Salt Lake City-based Sprout Marketing, which has 15 employees and 30 to 40 people on contract at any time. "You don't have issues of hiring and firing and morale. You can scale up and then scale back if something doesn't pan out. And you've got fresh ideas. You get experience from different areas, and you can bring that experience when you need it without trying to hire a full-timer."

The number of entrepreneurs who subscribe to Law's way of thinking is growing steadily. Of every 100 workers engaged by entrepreneurs in June, 3.54 were contractors as opposed to regular W-2 employees, according to the SurePayroll Contractor Index. The payroll service reports that June marked the fifth straight month in which entrepreneurs increased their contractor use.

Financial flexibility and added expertise are key contractor benefits, agrees Rebecca Mazin, an HR consultant and co-author of The HR Answer Book. In addition, she says, entrepreneurs seem to use contractors more intelligently than they do regular employees. "When you hire a contractor, you tend to be more specific about what you need done than if you're hiring an employee," she explains.

Contractors can also present significant hurdles. Improperly classifying employees as subcontractors is a common way to run afoul of wage and hour laws and risk fines and other penalties, Mazin says. Because they aren't usually vetted as thoroughly as employees, contractors probably shouldn't have access to confidential information, she adds. To avoid wage and hour complaints, Mazin advises treating contractors well, paying them fairly and on time, and avoiding teaming them with employees who receive benefits and other added compensation for doing the same job.

Law warns against counting on any given contractor to be available when needed for a new project and says they can be hard to find compared to regular job candidates. He networks with other entrepreneurs to build a database of potential contractors and says he adds a couple of names a month to his list of potential contractors. He expects to continue using contractors to keep his company healthy. "I want to keep our overhead in control," he explains. "But I want to do lots of projects."

By Mark Henricks, who writes on business and technology for leading publications and is author of Not Just a Living.

 

Hired Help -The pros and cons of hiring independent contractors

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Last Updated (Tuesday, 14 October 2008 21:48) Written by Alex Koritz at Friday, 19 September 2008 14:05

In entrepreneur Bruce Law's former life at a corporation, his unit's regular work virtually came to a stop at the same time every year when a certain big annual project was due. Today, Law, 46, keeps his company's wheels turning during both fast and slow times by using a corps of independent contractors to provide flexible, skilled help just when he needs it.

"We use [independent contractors] for two reasons: flexibility and variety," says the founder and president of Salt Lake City-based Sprout Marketing, which has 15 employees and 30 to 40 people on contract at any time. "You don't have issues of hiring and firing and morale. You can scale up and then scale back if something doesn't pan out. And you've got fresh ideas. You get experience from different areas, and you can bring that experience when you need it without trying to hire a full-timer."

The number of entrepreneurs who subscribe to Law's way of thinking is growing steadily. Of every 100 workers engaged by entrepreneurs in June, 3.54 were contractors as opposed to regular W-2 employees, according to the SurePayroll Contractor Index. The payroll service reports that June marked the fifth straight month in which entrepreneurs increased their contractor use.

Financial flexibility and added expertise are key contractor benefits, agrees Rebecca Mazin, an HR consultant and co-author of The HR Answer Book. In addition, she says, entrepreneurs seem to use contractors more intelligently than they do regular employees. "When you hire a contractor, you tend to be more specific about what you need done than if you're hiring an employee," she explains.

Contractors can also present significant hurdles. Improperly classifying employees as subcontractors is a common way to run afoul of wage and hour laws and risk fines and other penalties, Mazin says. Because they aren't usually vetted as thoroughly as employees, contractors probably shouldn't have access to confidential information, she adds. To avoid wage and hour complaints, Mazin advises treating contractors well, paying them fairly and on time, and avoiding teaming them with employees who receive benefits and other added compensation for doing the same job.

Law warns against counting on any given contractor to be available when needed for a new project and says they can be hard to find compared to regular job candidates. He networks with other entrepreneurs to build a database of potential contractors and says he adds a couple of names a month to his list of potential contractors. He expects to continue using contractors to keep his company healthy. "I want to keep our overhead in control," he explains. "But I want to do lots of projects."

Mark Henricks writes on business and technology for leading publications and is author of Not Just a Living.
 

Sprout in Utah CEO Magazine

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Last Updated (Monday, 29 November 1999 17:00) Written by Brandon Carter at Wednesday, 10 September 2008 13:03

Managing expectations

Managing expectations

The point isn't whether your company provides a high-quality experience or a value-based one — what's important is consistency

by Tami Kamin-Meyer

The biggest mistake a company can make as it endeavors to satisfy its clients’ needs is trying to be all things to all people, says Bruce K. Law, president of Sprout Marketing. Sprout is an outgrowth of that lesson, he says. Instead of trying to serve all of its clients’ branding, marketing and copyediting needs, for example, Sprout partners with “creative types” who work with the firm as they fulfill their customers’ needs. That way, he’s better able to deliver on his clients’ various expectations.

Meeting clients’ diverse and sometimes complex needs and can be as tricky as solving a Rubik’s Cube. The issue, however, can be made quite simple: consistently satisfying customer expectations is the driving force behind every consistently successful company. And achieving that consistency doesn’t have to be that hard. As many Utah companies have learned, you don’t have to be

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Sprout Marketing in BusinessWeek

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Last Updated (Tuesday, 16 September 2008 14:32) Written by Brandon Carter at Wednesday, 10 September 2008 12:57

 

BusinessWeek - August 22, 2008

How Six Companies Energized Their Employees

Sprout Group

Sprout Group

A ten-person, $2.5 million marketing company in Salt Lake City

The Challenge: Keeping employees motivated.

The Answer: Movie day.

How It Works: When it’s time to rally employees around a large deadline, a new revenue goal, or the signing of a big deal, founder and CEO Bruce Law promises to take his crew of ten to a movie they choose in advance. “You need a team to work together
and to have excuses to work together,” Law says. While it might seem contrived, it works. After all, he says, “No one wants to be the person who kept everyone from going to the movies.” In February, the team went to see Vantage Point as a reward for closing three new accounts in quick succession. Law buys tickets ahead of time for a late matinee showing, so the workday is still productive and employees get home to their families at a reasonable hour.

Cost: $50 to $75 for movie tickets and popcorn.

Why Movies: “I’m a big believer in rewarding yourself,” says Law. “You don’t always get that pat on the back from the client.”

Read the full story here.
 

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Last Updated (Tuesday, 24 June 2008 15:50) Tuesday, 24 June 2008 15:44


Point of View: Bruce Law

Sprout Marketing, founder and president

 

Bruce Law left the New York advertising world, came to Utah and helped market Novell during its heyday. He soon found he had caught the startup bug when helping launch one of Novell’s spinoffs. After leaving Novell to help grow a number of Utah companies such as NextPage and Knowlix, Law saw a great need in the state for outsourced marketing teams and founded Sprout Marketing in 2002.

Law is now considered one of the brightest marketing minds in the state and has the data to prove it. In just over five years, Sprout Marketing has helped launch more than 400 products for 100 companies resulting in $250 million in increased revenues for its clients.

Business Connect: What first prompted you to launch Sprout?
Bruce Law: In 2001, I was working for NextPage as the VP of marketing and happened to sit on the Utah Technology Council (UTC formally UITA) board. UTC was struggling with its identity and decided to host a roundtable with about 30 key executives to see how UTC could better serve them.

The three main points that came out of the meeting were raising capital, finding talent and changing the business environment in Utah. A fourth item that came out of the meeting was the need for sales and marketing talent. For some time, I’d observed many Utah tech companies that needed help with sales and marketing, but the data point validation at that meeting gave me the justification I needed to launch Sprout Marketing. I went to all of the VCs in town to let them and their portfolio companies know about the new type of agency I was creating with Sprout Marketing.

BC: How is Sprout different from other marketing or ad agencies?
BL: Sprout is basically a marketing and PR team for hire. We are positioned to help small- and medium-size companies validate their market position, then launch their product or service. The VCs I talked to said that their companies were in need of such a service as they’d had a difficult time finding and hiring expensive full-time VPs of marketing who could work with limited budgets and get traction for their companies. So I said, “Let’s collapse it all including marketing budget, team, resources and head count — all into one affordable package.”

You can usually hire Sprout for less than it costs to hire a marketing VP and you don’t need the long-term commitment involved with hiring a VP. You can turn us off or phase us out at any time. It’s a way to wade into the pool without just plunging into the deep end.

BC: What types of companies are your ideal clients?
BL: Many smaller companies don’t have any type of marketing plan, but they know they need one. Sometimes, the company has focused mostly on sales and always planned to get to marketing, but just hasn’t had the time. Or, they may have a marketing plan they’ve cooked up in their heads but it doesn’t yet exist. We can bolt on to that kind of organization and take them forward.

BC: What mistakes do you most often see companies make?
BL: Too often I see what I call “random acts of marketing” — companies that get a bit of cash from somewhere and say, “Let’s try this.” Six months later, they’ve churned through $50,000 with nothing to show for it.

A random act of marketing is like starting a new book vs. adding a chapter to an existing book. With random acts, nothing builds to any sort of conclusion. It’s too easy to fracture your message instead of make everything feed into one specific theme.

At Sprout we like to show clients that if they can look at specific approaches then spend money in certain ways, the revenue growth will happen. If you don’t approach it that way, you’ll just spend a lot of money and be disappointed.

We have a three-pronged philosophy: 1) We help with the foundational elements — brand, customer, messaging, identity, Web site; 2) We then focus on the plumbing — all the ways customers interact with the marketing machine; and 3) Once the plumbing is in place, we’re ready to go outbound and get people to beat a path to the door because we’ll be able to catch leads in the plumbing consistently since the foundation is right.

I find companies forget the first two, then they try a swing-for-the-fence move like getting on the cover of The Wall Street Journal or launching a huge ad campaign. Without the first two items in place, it’s hard to track anything or be able to effectively act on inquiries. Too often, you just spend a lot of money but don’t see anything change after it’s all said and done.

BC: Your clients average a 20 percent increase in leads after 90 days. How do you get that success in a short timeframe?
BL: Once you get really good at doing this type of marketing you start to see similarities across almost all industries — the same principles still apply. The way we go about bringing these companies out of obscurity is often the same regardless of the product so we don’t have to start from scratch with each new client. This allows Sprout to be quickly effective while helping out their bottom line.

I don’t like to be the kind of consultancy who says, “Here’s your binder and your bill. Good luck.” I want to take everything from strategy to execution and see the revenue line go up. Any good marketer tracks his or her success by increased revenues.
   

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“Sprout has converted me into a believer of the success of using a good PR firm to achieve appropriate market exposure. As the Sprout folks will confirm, I was a tough sell and only grudgingly agreed to a trial period, but Sprout has proven their worth to us at Q Therapeutics! Thanks, guys!”

Deborah A. Eppstein, PhD
CEO, Q Therapeutics

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