"Don't join a start-up for the money [laughter]. I've seen people that have come here with the kind of like that Gold Rush mentality. Hooah, I'm going to get here, I'm going to strike it rich, and I'm going to cash in my stock. Woo hoo. And they're, they get this like almost like greed, and that won't last. They burn out quickly because that's so ephemeral. Work at a start-up because you want to change something. Work at a start-up because you want to, what you do to actually be used. You know, work at a start-up because you want to change people's lives. That's why you work at a start-up. Hi. My name is Michael Moulton, and I'm the Creative Director of Money Desktop. The type of person that works at Money Desktop is the type of person that sometimes isn't totally comfortable in a typical corporate world. It's someone who wants to be challenged and be able to take on a little bit more than their typical wheelhouse and things. I don't think I've met anyone that's started at Money Desktop that hasn't felt challenged within like the first few days. It's not the type of place where you come in and can relax. It's definitely a place where you have to be active, and you have to learn. It's not a place where your existing skill set is nothing. Keeping key talent and real people that mesh with our culture and that really get kind of the way that we do things here, keeping those people is, I can't emphasize how important it is. All the technology, all the different software, and all the services that we could use in the world are worth nothing if we don't have great people at the helm. Like we've had many people that have started here as interns and have turned into full-time positions. And some of them we didn't have a position for them. They created the role that they needed. I love seeing someone do it. When they come like oh my gosh I have this huge project, they don't know how I'm going to handle x, y, or z, and then they nail it. And that confidence builds, and they keep rolling forward. And those are the type of employees that, you know, start out as unpaid interns and end up running a department.

>> So, here's the funny thing. When you are a start-up and you have decided that, hey, we're going to hire driven, passionate, entrepreneurial-minded people, guess what entrepreneurial minded people want to do? They want to start their own business. Hi. My name is Casey Jorgenson, and I'm the Direct of Culture and Talent for Money Desktop. Just like with any organization, there's a brain drain. And when we put so much time and effort in all of our resources and into training people and the way that we do things, and if they don't stick around long enough, we are caught in that cycle again. And that means those resources that could be used towards building the organization are being used towards finding new talent, training that new talent. That costs us for sure, which is why it's so important for us to retain the talent that we do have.

>> Being relatively fresh out of college, I'd say the thing that resonates most is both autonomy and responsibility. Hi, I'm Britain Broderick, and I'm a Data Analyst in Client Support at Money Desktop. Coming in and just being given route duties that you're expected every day doesn't really sit well with me or with most high performers I don't think. I think if you really want to hire the best students and the best employees, you need to be able to allow them to grow with you as a company because that's probably what they're looking for.

>> Oh, yeah. So, the ubiquitous performance reviews, right? Everyone wants to, I think our performance reviews are a little bit different because we really focus on individual developments, and we give people individual development plans. And we say to them, "Look, you've been here for a year or two years, three years what have you. And we want you to stick around. We want to make sure that we're paying you fairly. We want to give you the right benefits. But we also want to make sure that you know that we're investing in you too. So, this next year, like is there a particular conference in your industry, in your specific specialty that you want to go to? Engineering conferences, marketing conferences, sales, HR recruiting. Those things really help to retain employees as well. For us, you know, we have some things that you can find in a lot of places. You know, we have a break room. We bring in lunch. We have scooters. We rent out theaters. We had huge parties at Sundance. And all that stuff is fine, but the thing that we have found that is most important in retaining the types of people we want is authenticity. We are our authentic selves here. We give autonomy to people. We feel like, you know what? We are going to hire adults. And we're going to let them play in the organization. Like, do what it is that they do best. Bring their best sales to this organization and cut out all the bureaucracy. We're going to run a flat organization and make sure everyone feels that this is a team that you're joining. We are all, it's like we're all building a house and every person has a role in building this amazing house for our community. And that team feeling that we really foster, it's hard to find other places. And we work very hard to maintain that. And that's part of the start-up culture that we have. It will always, knock on wood, be that way."

ANSWER THE FOLLOWING QUESTIONS BASED ON THE INFORMATION FROM THE TRANSCRIPT PROVIDED ABOVE.

1. Michael Moulton, the Creative Director of Money Desktop, says, "Work at a start-up because you want to change something. Work at a start-up because you want to, what you do to actually be used. You know, work at a start-up because you want to change people's lives." He also says, "Don't join a start-up for the money." How do Moulton's comments relate to job satisfaction for employees?
2. Brian Broderick, a Data Analyst at Money Desktop, mentions that authenticity is important for employees. How does authenticity influence organizational commitment?
3. Given what you saw in the video, would you expect Money Desktop to have high or low absenteeism? Why?