Building A Stronger Team

"Everyone who has come through Paramount has been absolutely perfect for the job. They've excelled in the role and continue to grow here. For a small organization like ours, we can't afford a failed hire, and with Paramount, we never have." _{Scott Williams, CEO, Ohio Realtors}

The Challenge

When Scott Williams stepped into the CEO role, he inherited:

• A period of rapid growth
• Key retirements on the horizon
• Several underdeveloped or understaffed departments, especially in tech and government affairs
• No internal recruitment function
• A board expecting quick, strategic action

Scott was under pressure to build a high-functioning team quickly, but he hadn't worked through a structured hiring process before and knew he couldn't afford to get it wrong. He needed a partner who could not only fill critical roles but help him shape the organization's future.

The Solution

We partnered with Scott to define, attract, and retain top-tier talent, that would suit Ohio Realtors immediate needs and long term goals.

Here's how we approached it:

Clarify the Role

• Partnered with the CEO to clarify responibilities and success criteria
• Used behavioral benchmarks and key accountability worksheets to define what great would look like in each role.

Align on Fit

• Went beyond resumes, using psychometric data and culture-fit analysis to guide shortlists.
• Ensured each hire aligned with Scott's vision, existing team dynamics, and long-term strategy.

Guide the Final Interview Process

• Facilitated onsite structured interviews with finalists.
• Guided candidate selection by highlighting strengths, flagging risks, and coaching decisionmakers from interview to offer.

Post-Hire Integration

• Held a kickoff meeting with the new hire and supervisor to align on communication, behavior, and
• expectations for success.
• Conducted 30-day check-ins to flag challenges early.
• Reviewed behavioral reports with Scott to strengthen communication and early team success.

The Result

• 15 roles filled over 5 years, including key leadership and specialist positions.
• 3 of these hires have since risen into senior leadership.
• 100% retention and engagement -All hires are still on the Ohio Realtor’s team.
• The CEO continues to use Management Reports provided with each hire to lead more effectively-improving
• communication, coaching. and team cohesion.
• Hiring is no longer a source of stress - it's a strategic advantage.

The benchmarking was spot on for people l'd worked with for 20 years. So when we benchmarked new candidates, I trusted the process, because it matched what I already knew to be true. _{Scott Williams, CEO, Ohio Realtors}

Long Term Impact

Over five years, the partnership between Ohio REALTORS® and Paramount Consulting Group transformed more than just the org chart -it reshaped how the organization functions, collaborates, and grows.

Hiring is now a strategic process, not a reactive one -and that shift has led to meaningful, lasting change across the organization:

Cross-functional collaboration

With clearer expectations and aligned working styles, departments now communicate more effectively and operate with greater trust.

New hires integrate faster

Behavioral onboarding sessions have helped shorten the ramp-up period and reduce early friction between leaders and their teams.

Ohio Realtors is more change-ready

With a well-structured team and leadership bench strength, Ohio REALTORS is better positioned to handle growth, succession, and policy shifts.

Why It Mattered To Us

Working with Ohio Realtors has never felt transactional. From day one, this was about helping a new CEO shape a team that truly fit, not just on paper, but in culture, values, and impact. Seeing early hires grow into senior leaders has been a real marker of success, and a reminder of why we do what we do.