From Disconnected to Digital: The Hire That Future-Proofed Tech at Ohio REALTORS®
The Organization
Ohio REALTORS® is a statewide membership association serving over 36,000 real estate professionals.With just 28 internal staff covering everything from advocacy to education and events, each hire can create a significant impact across the association andthe wider industry.
By 2020, the organization’s technology function was falling behind, and leadership was already aware that it was time to modernize. What they didn’t know was just how fast that change would come — or how critical the next hire would be. Hiring the right person at the right moment would prove essential to keeping the organization running through a period of extraordinary disruption.
Context and Opportunity
When Scott Williams stepped into the CEO role, he found a team that cared deeply but didn’t have the tools or support to keep up with fast-moving member expectations, particularly around technology. There was no clear blueprint for what a modern IT role should include, and Scott knew he needed help getting it right.
That’s where Paramount came in. We helped define the role from the ground up, shaped a clear candidate profile, and guided the entire hiring process.
Just two weeks after Kyle started, the state went into lockdown. The prep, the conversations, the benchmarks, all of it meant the right person was already in place.
Key Challenges
· No existing job description or precedent for the role
· Limited internal understanding of what “good” looked like in IT
· The CEO needed support navigating an unfamiliar hiring process
· Urgent timeline but high pressure to get it right
· Role required a rare blend of technical expertise and people skills
How We Approached the Search
1. Used Behavioral Benchmarks to Build a SharedUnderstanding
To validate the process, we benchmarked existing team members, showing how the data matched what Scott already knew from experience. That built immediate trust in the tools and gave us a common language for assessing new candidates.
2. Defined the Role from the Ground Up
There was no existing template, so we started with first principles. Through working sessions with Scott, we helped shape a clear picture of what the role needed to deliver, and what kind of person could thrive in it. Technical skills were only part of the brief. We built a role profile rooted in communication, responsiveness, and trust.
3. Focused on Fit, Not Just Fluency
Lots of candidates had the right technical background. Kyle stood out for how he thought, how he worked, and how he communicated. We brought that to the surface through structured assessments and conversations designed to uncover more than just credentials.
4. Supported Every Step of the Way
From interview prep to onboarding conversations, we stayed close. Our role was to make sure Kyle could hit the ground running and that Scott had the support he needed throughout a high-pressure, high-visibility hire.
What followed was the ultimate test of whether the process, and the person, would hold up under pressure.
Putting the Process to the Test
Just two weeks after Kyle started, the state went into lockdown due to COVID-19. The entire team had to shift to remote work quickly, and the building was undergoing mid-renovation. Because the role had been shaped so carefully, and the right person was in place, there was no scramble. Kyle got everyone online, made house visits to support less tech-savvy staff, and helped keep operations moving without disruption.
He also stepped in to guide key tech decisions during the renovation, helping ensure the right cabling and infrastructure were installed to support remote access, virtual meetings, and modern conference spaces.
It was a high-pressure moment but the groundwork was in place. That made all the difference.
Results
· Role scoped and filled through a clear, structured process
· CEO supported throughout an unfamiliar and high-stakes search
· Paramount’s benchmarking tools built long-term trust in hiring decisions
· Seamless onboarding allowed the new hire to deliver immediate value
· The organization remained fully operational through lockdown with no disruption
· The hire went on to lead IT, upgrade infrastructure, and develop a custom membership system
Beyond the Hire
Paramount didn’t step away once the offer was signed. We stayed involved throughout onboarding and early integration, helping to ensure that expectations were clear and the groundwork was in place for long-term success.
Since then, the role has grown significantly. Kyle now leads the IT function, continues to shape how the organization uses technology, and remains a trusted voice within the leadership team. From the start, the process was built to deliver long-term value, and it has.
“I didn’t know how tohire for this kind of role. Paramount walked me through it, made it clear, andbrought me someone I could trust. That decision set us up for success.”
— Scott Williams, CEO, Ohio REALTORS®
Why This One Stuck With Us
This search started with a blank page. No job description. No internal precedent. Just a clear need, and a leader who knew he didn’t want to get it wrong.
What made it stand out for us wasn’t the urgency or the timing, though both were real. It was the openness. Scott leaned into the process and trusted us to guide him through it. That trust shaped a hire who’s still helping to move the organization forward years later.
Related Case Studies
