Sean Vassilaros Of KANNY On Why Corporate Culture Matters in Business
An Interview With Vanessa Ogle
A weak culture drives away top talent, and the cost of losing a good employee is significant. Strong culture is crucial for retaining valuable employees, reducing turnover, and maintaining high productivity. When employees feel valued and aligned with the company’s mission, they’re more likely to stay and contribute to long-term success.
Every company has a corporate culture. This culture can foster innovation and a fresh exchange of ideas or it can promote selfishness and backbiting, which will damage the bottom line of any business. Sensitivity to the culture of a business goes beyond mere awareness; it’s about actively adapting and responding to create the culture that you want to represent your brand. This is crucial for building successful, respectful and inclusive working environments and for creating products and services that resonate with a diverse customer base. As part of this series, we had the pleasure of interviewing Sean Vassilaros.
Sean Vassilaros is an accomplished entrepreneur and philanthropist dedicated to leveraging technology for positive societal impact. At the core of his work is a commitment to character and family, where integrity plays a central role in every pursuit. As the CEO of KANNY, he is leading the charge in transforming hiring practices through peer-driven character assessment. KANNY utilizes advanced technology to gather and verify feedback from previous and current colleagues, ensuring a comprehensive evaluation of a candidate’s character while respecting the privacy of both parties. This approach fills a critical gap in talent acquisition, providing both job-seekers and recruiters with a vital tool to build high-achieving teams grounded in integrity and trust, given the importance character plays in building a successful culture.
Driven by a deep love for technology and a unique ability to communicate complex ideas with ease, Sean’s entrepreneurial journey started at the age of 21 when he co-founded his first company during the dotcom era. Two years later he sold the company and joined a prestigious Los Angeles agency to grow his skills serving the travel, entertainment and healthcare industries.
His career continued with notable IT and communications consulting roles which led to a position as Chief Operating Office (COO) for Ignite Health (Part of inVentiv/Syneos).
In 2012, Sean co-founded THREAD, a company focused on pioneering decentralized clinical trials, Under his leadership, THREAD revolutionized healthcare research, working on groundbreaking projects with acclaimed commercial brands such as Apple, Procter & Gamble, and Johnson & Johnson, academic institutions such as Johns Hopkins University, Duke University, UCSF, and USC, and the biggest pharma brands such as Novartis, Bristol Myers Squibb, and AstraZeneca. Sean remains an owner at THREAD and serves as a board observer, maintaining his connection to the company’s ongoing success and innovation.
Sean sits on the Board of Directors for Spectrum Science, a full-service healthcare agency hyper-focused on health and science.
Sean also serves as an Adjunct Professor at Lehigh University, mentoring engineering students and leading international projects through the Creative Inquiry program.
Social responsibility and philanthropy are paramount to Sean, as exemplified by his establishment of the Hailey Mayz Foundation, a non-profit organization formed to honor the passing of his daughter, that has provided physical, speech, and occupational therapy to thousands of special needs children for over a decade. He currently serves as Chairman of the Board and oversees the strategic vision and direction for the Foundation.
He also currently serves as Chairman of the Board for OUR Rescue (previously Operation Underground Railroad) — the organization featured in the 2023 blockbuster movie “The Sound of Freedom”. He led them as the interim CEO through a turnaround during a challenging year. His visionary leadership and global humanitarian efforts inspire meaningful change worldwide.
Thank you so much for joining us in this interview series. Before we dive into our discussion about Why Corporate Culture Matters in Business, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
I’m the co-founder and CEO of KANNY, an innovative platform revolutionizing hiring and talent development through peer-driven character assessments. KANNY was ignited by my frustration with the traditional hiring process, which often overlooks the most critical indicator of success — character.
As a seasoned entrepreneur with multiple startups and successful exits under my belt, I’ve seen firsthand the impact that poor hiring decisions can have on teams, organizations, and brands. This experience fueled my passion to create a solution that prioritizes character in talent strategies.
Our vision at KANNY is bold: to reshape the way we view talent, fostering happier, more productive teams and individuals driven by character.
Can you share the most interesting story that happened to you since you started your career?
In my late twenties, after some success in IT and digital marketing consulting, I faced a crossroads. My wife wanted me home more as we were about to start a family, so I began winding down my business and searching for a job. After nine difficult months and feeling unemployable, we were running out of money.
I finally got an opportunity to interview for my dream job at a Fortune 500 company, rated by Forbes as one of the most innovative global companies. I made it through several rounds and was ecstatic. But then I got the call — I didn’t get the job. I was crushed, feeling inadequate and worried about providing for my family.
Two weeks later, out of the blue, the Chief Innovation Officer of a local healthcare and life sciences ad agency called. He was looking for a producer and asked me to interview. Despite my limited experience in healthcare, the interviews went well. The position was much more junior than I needed, but mentors advised me to take it and move up the ladder. Six years later, I became the Chief Operating Officer.
Why is this story interesting?
- This job, which I almost didn’t take, provided the experience, connections, and reputation in healthcare that helped me launch and sell THREAD.
- I experienced the deep lows of extended unemployment, allowing me to resonate with one of the key audiences in my new startup, KANNY.
- A door slammed shut and crushed my spirit, but another door opened unexpectedly, transforming my career forever.
You are a successful individual. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Success in any field, especially entrepreneurship, hinges on key character traits that drive actions and decisions. At KANNY, we’re committed to fostering a corporate culture that values these traits, recognizing their crucial role in shaping effective teams and leaders. Here are the three traits I believe have been instrumental to my success:
1. Work Ethic
My father, one of the hardest workers I know, instilled in me a relentless work ethic from a young age. At just 10 years old, my brothers and I managed two early-morning paper routes, braving all weather conditions. Summers were non-stop: paper routes, sports camp jobs, shifts at Sears Hardware, and cleaning office buildings at night.
This childhood experience prepared me for entrepreneurship. I learned to outwork everyone, tackle tasks others shy away from, and lead by example. Hard work is contagious, and it sets the tone for a team committed to excellence.
2. Humility
While I don’t claim to be the most humble, I’ve certainly been humbled by my mistakes. Being a leader means confronting your missteps, learning from them, and moving forward. This introspection is crucial for personal growth and accountability.
I’m often the first to admit when I’ve made a mistake. It doesn’t matter who you are in the organization; acknowledging errors fosters a culture of honesty and reduces fear of reprisal. When leaders openly say, “My bad, let’s move forward,” it encourages a transparent and resilient corporate culture.
3. Integrity
In 2016, my small business faced a severe financial crisis. Our two largest clients stopped paying, and another paused all work. This forced us to consider layoffs and rescinding benefits. We even contemplated shutting down and starting over, which many would have understood.
However, we owed money to employees, contractors, and small businesses — many of whom were friends. Shutting down would have shifted our burden onto them. Instead, we chose to rebuild, shouldering personal sacrifices and placing everyone on payment plans. Despite the grueling process, we honored our commitments and paid everyone back.
Integrity means making tough decisions when no one is watching. Not everyone may agree with my choices, but they are always made with integrity. At KANNY, we’re building a platform that values these traits, ensuring character drives success and shapes positive corporate culture.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. How do you define corporate culture in the context of your business, and why is it important for your company’s success?
Corporate culture, to me, is about ensuring everyone feels respected, honored, and valued. It’s the foundation of daily interactions and significantly impacts company success, especially during challenging times like rapid growth or transitioning to remote work.
When we sold THREAD Research to private equity, our small team expanded to 300 employees, all working remotely due to COVID-19. Managing culture during this shift was daunting. I involved myself in the interview process, emphasizing that hiring the right people is crucial. The most common question candidates asked was, “What is the culture like at THREAD?”
I believed our culture was strong, but massive expansion and remote work made it harder to maintain oversight. To address this, I asked candidates, “How will you contribute to shaping the company’s culture?” Their responses revealed that culture is personal and subjective. Some had proactive ideas, while others focused solely on their work, both perspectives being valuable.
The key takeaway is that character drives culture. Employees with high character contribute to a positive culture, while those with low character can undermine it. This belief is at the core of KANNY. We emphasize character in hiring, providing peer-sourced assessments to identify candidates with traits like honesty, integrity, humility, and work ethic.
At KANNY, we believe better data leads to better decisions, fostering a stronger corporate culture and ultimately driving company success.
Can you share an experience where corporate culture impacted a business decision or client relationship (positive or negative)?
At one organization, we hired a senior-level individual to manage a significant book of business and oversee the customer delivery team. Unfortunately, it quickly became clear that this person had misrepresented themselves during the hiring process, and their references were hand-picked to support their candidacy.
Their actions led to severe consequences: a key client fired us, multiple team members resigned, and we lost several new business pitches. The financial impact was staggering. Between recruitment costs, training, onboarding, salary, and ultimately paying this person to leave, we incurred a million-dollar loss. The cost of hiring the wrong person can be catastrophic.
Everyone has a story about a mis-hire, often with equally damaging and traumatic effects on their organization. What if we could prevent even a fraction of these disasters by highlighting a candidate’s character during the hiring process? That would be a game-changer.
At KANNY, we focus on integrating character assessments into the hiring process to avoid such costly mistakes. By emphasizing traits like honesty, integrity, and work ethic, we help organizations make better hiring decisions, leading to a stronger corporate culture and more successful outcomes.
What strategies do you employ to monitor and enhance corporate culture within your team or organization?
These strategies may not be entirely original, but they’ve profoundly impacted the culture of my organizations, and I incorporate them into my daily life.
1. Character Matters
I prioritize character from the outset, beginning with our staffing strategy. We hire people with strong character and retain those who consistently demonstrate it. For those lacking in character, we provide development opportunities or, if necessary, transition them out of the organization. Strong character is the foundation of a positive corporate culture.
2. I Want the Bad News — Fast
As an executive, my biggest fear is receiving filtered or watered-down information. I want all the bad news as quickly as possible. This approach demands a high level of trust between me and my leadership team, but it enables us to address problems swiftly and effectively. Transparency and prompt communication are vital.
3. The Walkabout
When our organization was smaller and housed in one office, I regularly did a “Walkabout.” Walking the floor allowed me to observe the team directly, engage in casual conversations, and gauge the general vibe. This hands-on approach achieved two things: it showed I was approachable and willing to listen, and it allowed me to guide and support individuals more meaningfully. Even in larger or remote setups, maintaining personal connections and understanding team dynamics is crucial.
These strategies have helped foster a culture of trust, transparency, and strong character, which are the cornerstones of our success.
How do you handle situations where the executives may not be aware of corporate culture in mid-management?
Throughout my career, I’ve seen firsthand that even in small and mid-sized businesses, cultural mismatches can occur at various levels within the organization. To address this, I employ a few key strategies:
1. Prioritize Candid Feedback
I’m a big believer in open, honest communication. Encouraging candid feedback from all levels of the organization is essential. This ensures that issues are identified early and addressed promptly. Transparency is key to maintaining a healthy corporate culture.
2. Provide Opportunities for Change
When cultural mismatches are identified, I believe in giving people the opportunity to align with the company’s values. This includes offering support, training, and clear guidance on expectations. Everyone deserves a chance to improve and contribute positively to the culture.
3. Act Decisively to Preserve Culture
If there’s no improvement, it’s crucial to act quickly. Preserving the company culture is paramount, and sometimes that means making tough decisions to exit those who aren’t a good fit. Swift action protects the integrity of the organization and ensures that cultural values are upheld.
By prioritizing transparency, support, and decisive action, we can maintain a cohesive and positive corporate culture at all levels of the organization.
Based on your experience and research, can you please share “5 Ways Corporate Culture Boosts a Business’s Bottom Line?”
5 Ways Corporate Culture Boosts a Business’s Bottom Line
1. Improved Employee Engagement and Productivity
Ask any executive about their most important asset, and they’ll tell you it’s their people. Employees of strong character build a robust culture, which in turn drives engagement and productivity. This translates directly to the bottom line. When your team is engaged and motivated, their productivity soars, leading to better business outcomes.
2. Employee Support During Tough Times
Companies inevitably face challenging situations that impact employees. A culture of integrity and respect builds trust and maintains morale. During a financial crisis, we had to implement a reduction in force (RIF). Instead of delegating, I personally informed each affected individual. This tough decision, handled with respect, preserved trust and morale among the remaining team. They continued to work hard, and our culture helped us navigate back to profitability.
3. Employee Buy-In Reduces Friction
When employees are aligned with the company’s vision and values, their commitment increases, reducing internal friction. Friction slows processes and increases costs. A strong culture encourages behaviors that align with company values, creating a self-correcting mechanism within the team. This alignment streamlines operations and boosts efficiency.
4. Retaining Top Talent
A weak culture drives away top talent, and the cost of losing a good employee is significant. Strong culture is crucial for retaining valuable employees, reducing turnover, and maintaining high productivity. When employees feel valued and aligned with the company’s mission, they’re more likely to stay and contribute to long-term success.
5. Enhanced Reputation and Client Relationships
A company with a strong culture and integrity attracts top talent and builds stronger client relationships. Clients prefer to work with companies that treat their employees well and operate ethically. This reputation for integrity enhances customer trust and loyalty, positively impacting the bottom line.
In what ways has focusing on Corporate Culture given your business a competitive edge?
Focusing on corporate culture has given us a decisive edge in talent acquisition and retention. By prioritizing character in our hiring and development processes, we attract and retain top talent. Employees with strong character are not only recognized and rewarded, boosting their morale, but they also set a high standard for their peers. This approach has dramatically reduced turnover, saving costs associated with recruiting and training new employees.
Moreover, customers and clients are drawn to work with top talent. They seek consistency, honesty, and transparency, all of which are hallmarks of a strong corporate culture. Our competitive advantage lies in our people, and this translates into superior work and outstanding results in every aspect of our business. Prioritizing character and culture has become a cornerstone of our success, directly impacting our bottom line and client satisfaction.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. :-)
Bringing good to people is at the core of my ethos, as evidenced by my philanthropic efforts:
- Chairman of aMAYZing Foundation: A non-profit my family established in memory of my daughter, providing physical, occupational, and speech therapy for special needs children. www.aMAYZing.org
- Chairman of OUR Rescue: Formerly Operation Underground Railroad, a non-profit dedicated to combating human trafficking, especially of children, worldwide. www.ourrescue.org
Continuing this ethos, my current big idea is to fulfill the vision of “A better workplace for all.” This is why I founded KANNY: to bring accountability to the workplace, reward those with strong character, and provide development opportunities for those with weak character. By focusing on character, we aim to create workplaces where integrity, respect, and ethical behavior are paramount. This movement not only enhances individual growth but also fosters a culture of doing good, making the workplace better for everyone involved.
How can our readers further follow you online?
Connect with me on LinkedIn: https://www.linkedin.com/in/seanv/
Follow KANNY on LinkedIn: https://www.linkedin.com/company/kanny/
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
