Commercial Integrator September 2021 - 3

EDITOR'S NOTE
40 Under 40 and
the Next Generation
of Integration
FOR THIS YEAR'S 40 UNDER 40 LIST,
Commercial Integrator's 8th annual iteration
(page 24), we have highlighted integration
professionals that have impacted the integration
fi rms they work for at every level. We have
CEOs and Owners, Presidents and Directors,
but also Programmers, Account Managers, and
Technicians on the list.
Each professional was nominated by someone
in their company that saw their eff orts and
wanted them acknowledged.
That's the most important part
of the list and what we're most
proud of - our 40 Under 40
have made a noticeable impact
according to working integration
professionals.
That means at every level there
are professionals that are doing
great work and helping their
organization succeed. Oſt en
the leaders in the industry are
the most lauded, but it's equally
important to understand that
the employees on the front lines
working directly with customers
and technology.
The problem is that those suyou
don't promote from within you run the risk
of losing some of your best employees. That's
why it's so important to have a comprehensive
employee recruitment and training program if
you want your fi rm to grow to scale.
According to the National Center for Education
Statistics, there are an estimated 3.7
million students expected to graduate from
high school during the 2020-2021 school year.
On average, 1 million people earn associate's
degrees and 2 million earn bachelor's
degrees each year.
The volume is there. Plenty of
It's amazing to
see how many
accomplished
professionals
there are in
the integration
industry under
the age of 40.
perstar employees on the front
lines today are the leaders of tomorrow. If the
organization is run well then talent will be
recognized and elevated in order to spread
their infl uence further. It's great to build
leaders from within because those individuals
understand the company innately, from the
ground fl oor up.
The problem is that when you elevate those
individuals it leaves a gap on the ground fl oor.
It might mean that the customer's fi rst point
of contact is no longer as impressive. It could
be a technician on-site is not quite as knowledgeable
as the predecessor. This may result
in minor mistakes at the customer which, while
less impactful in a holistic view, can seriously
fray relationships with clients.
Herein lies the issue. Promoting from within
inevitably leaves gaps of performance. But if
commercialintegrator.com
people need jobs. What integration
fi rms need to do is actively
seek them out and recruit them to
their fi rms.
Integration fi rms looking to
grow can generate new talent to
the industry at the ground level,
but it won't be easy work. It takes
a concerted eff ort to recruit into
an industry that has very little recognition
outside of those already
within it.
But integration has a lot
going for it. It's a hands-on career
opportunity that doesn't require
sitting around a desk. There is
room for growth and opportunity to make a
solid salary. A college degree isn't necessary
to get started. Finally, integration professionals
get to experience and work with cutting edge
technology on a daily basis.
Integration should garner the same recruitment
as any trade, but it never will unless fi rms
get involved in getting job-seekers excited.
It's amazing to see how many accomplished
professionals there are in the integration industry
under the age of 40. These people will be
the leaders of the future - but make sure you're
restocking with the next class of 40 Under 40
to keep your fi rm successful.
Jonathan Blackwood, Editorial Director
jonathan.blackwood@emeraldx.com
@BlackwoodTweets
Emerald X, LLC.
100 Broadway, 14th Floor
New York, New York 10005
800-440-2139
commercialintegrator.com | @commintegrator
EDITORIAL
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Commercial Integrator September 2021

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