Employment Opportunities

Sellmark Talent Philosophy

At Sellmark, we work to develop a cohesive, fair, and collegial culture. To that end, we try to communicate with our employees what that culture should be and the expectations for every employee. Sellmark Leadership has developed a Sellmark Talent Philosophy, a shared philosophy on how all managers and employees will be managed. We hope this gives you some further insight into working here at Sellmark.

The Sellmark Talent Philosophy is an extension of our Core Values and Culture. The talent philosophy provides some basic guidelines or ‘Rules of the Road’ on how we hire, release, and promote. These are the expectations we have for our leadership and employees.

PERFORMANCE:

At Sellmark, we strive to be masters of our roles, work to achieve our potential, and deliver high quality results on time. We expect everyone to be a self-starter and to take responsibility for the contributions of their work and team, while being committed to improving themself and encouraging the best for everyone in the organization. From the top down, we expect everyone to develop stretch goals, clear objectives, and to focus on outcomes that contribute to the success of Sellmark.

BEHAVIOR:

We want everyone to realize their potential and be successful. When the organization succeeds, we all succeed. Sellmark has grown from a small company to the one we are today by having a professional, friendly, and encouraging environment. We care for each other and expect that our managers will care for their employees, develop, and coach them. We expect everyone to be collaborative, team-oriented, and to speak up with healthy, honest discourse. We work hard to complete our objectives, which means we will go above and beyond for the success of the team and the organization.

GROWTH:

Sellmark will invest in employees who work hard, are self-starters, are motivated, and invest in themselves with continuous learning. Everyone will be given the opportunity to grow, as well as the tools to move forward in their career and personal life; however, everyone must take ownership of their development. Identified, high-potential employees will receive additional investment to grow. Employees must advocate for themselves and openly communicate if they are not receiving the resources or support needed. We expect everyone to help grow other employees and leaders.

TRANSPARENCY:

We care about our people and show that through our words and actions. Managers must communicate Company strategies, goals, and metrics with employees. Managers will be transparent with individuals regarding where they are seen in their roles and within the organization. Managers will provide regular, documented coaching check-ins with their direct reports. Wins should be celebrated across the entire organization. Honest and transparent conversations about advancement and where each employee stands should happen regularly, but no less than yearly. We expect everyone to ensure scalability within the organization by documenting processes, best practices, and sharing information.

ACCOUNTABILITY:

Everyone is accountable for taking ownership of their role, getting their work done, and for the success of the team and the organization. Part of performance evaluation will be setting challenging goals and the action plan to achieve those goals. For the Company to be successful, everyone must be accountable to themselves and others for their performance, and for the ability to identify and learn from mistakes, so they are ready to do better next time.