Hank shares his unconventional path into IT leadership — beginning with time on Capitol Hill, renewable energy work at the Department of Energy, military service as an infantry officer, oil & gas, and private equity acquisition through a search fund. He eventually returned to Kentucky and found the role at NetGain through LinkedIn.

The conversation focuses heavily on hiring in a highly competitive industry, why culture fit beats technical skill, and NetGain’s emphasis on developing people from within. Hank explains that nearly everyone at NetGain is client-facing, which means they must hire engineers who not only know technology but can “talk like humans to humans.”

Hank discusses their improved onboarding process, his personal 60‑day check-ins with new employees, and how EOS (Entrepreneurial Operating System) helps keep six offices across five states aligned. He shares how creative HR initiatives — like themed scavenger hunts and employee appreciation events — build unity between “the nerds” (engineers) and “the jocks” (sales).

The episode closes with Hank’s perspective on modern leadership: stay humble, surround yourself with the right team, build systems, and ask “dumb questions” to get to better answers faster.

📝 KEY SHOW NOTES (Producer-Style)

1. Hank’s Background & Journey

1. Started career in politics and renewable energy.
2. Joined the Army; transitioned to oil & gas afterward.
3. Moved into private equity via a search fund (buy → grow → sell).
4. Relocated to Kentucky for family.
5. Found the NetGain CEO role on LinkedIn, which becomes a running joke throughout the episode.

2. HR & Hiring in Tech

1. Hiring in cybersecurity is very difficult and highly competitive.
2. Strategy:
3. Grow from within whenever possible.
4. Prioritize culture fit over skills (“You can learn any skill”).
5. Hire people who can “talk like humans” since everyone is client-facing.
6. Avoid rushing to fill seats — get “the right people in the right seat.”

3. Culture & Retention

1. NetGain maps traits of their top 5 employees to guide hiring.
2. Strong mentoring mentality at all levels.
3. Exit interviews help refine their retention strategy.
4. Leadership’s philosophy: treat people like family, build trust, coach them.

4. Onboarding & Employee Development

1. Developed a structured onboarding journey with HR and managers.
2. After 60 days, Hank personally meets with every new hire t