Hubspot Marketing Company

Questions: Hubspot Marketing company located in Boston: I need an internal analysis covering the following questions, I do not need background info on the company I have already done that. Just a 3 page essay answering the questions in an essay format: 1) what type of organizational culture? Market oriented? 2) what type of org structure, organizational chart? 3) unique resources and capabilities(money, knowledge skills, background of owner and so on). Doesit have a sustainable advantage? 4) Strenghts and weaknesses? As if it was part of a SWOT table Answers: 1. Organizational culture of HubSpot Internet Marketing Company. The organizational or corporate culture of HubSpot is in line with the other technology organizations situated along the West Coast of the US. The Boston Business Journal has referred to it as the best company to work in the US. The company had come up with many innovations like beginning a vacation day policy which was unlimited, in 2010. In the same year, it also started a training program for the employee which was referred to as the HubSpot Fellows Program (Smith et al. 2015). In 2008 the company began a program known as startup within startup and also a weekend project relating to a partner program and it became a full-time job for them. That partner program received a good response and by 2011 it accounted for 20% of the companys revenue. The company also offered $2,500 reward as a candidate referral program. In 2011, It increased to $10,000 as the company was in lookout for HTML5 developers. The senior persons who were recruited from large corporate receive a hefty bonus of $1 ,000 for every year they have spent with a very famous and large company. Thus the accompany follows a very market oriented approach in all its operations. It is a very employee friendly organization. 2. Organizational structure of HubSpot HubSpot has always maintained its position in the market as a leading internet marketing company. They are the pioneer of inbound marketing. Their success is based on a very sound and effective organizational structure and their marketing process. They have used the Agile Marketing strategy in order to grow and sustain in the market. HubSpot does not possess a typical organizational structure like the other companies. Their aim has always been to be a flat organization. They typically follow a no door policy. According to the CEO, Mr. Brian Halligan, it is a very transparent organization. In his words, the company follows such a system of hierarchy, which creates a very hospitable and friendly environment for all the employees. The seniors share a very cordial relationship with the staffs and employees. The CEO says that there is no separate work space or desk for him. His salary is even at par with the other employees of the organization. In short it might be said that HubSpot boast s of a unique organizational hierarchy, which is key to its success (Sherman, 2015). 3. Resources and background of the owners HubSpot came into existence in 2006 founded by Brian Halligan and Dharmesh Shah at the Massachusetts Institute of Technology. Mr. Shah came ahead with an investment of $500,000 along with Mr. Edward B. Roberts who is the chairman of the Entrepreneurship Center, through angel investment. It was in 2006 that the company introduced the HubSpot software in beta version. In December 2007, the company made the official launch of the software. In 2007, another $5 million investment was made. Another investment of $12 million was made in May 2008, followed by $16 million in late 2009. The growth was prolific as evident from the increase of revenues from $255000 in the first year to $15.6 million in 2010. Now the background of the owners is to be seen. Mr. Brian Halligan was born in Westwood, Massachusetts on 1st September 1967. He has also published two books namely Inbound Marketing and Marketing Lessons. Mr. Dharmesh Shah is the other co-founder. Prior to HotSpot , he founded the Pyramid D igital Solutions, which manufactured enterprise software in the sector of financial services. He is a member of the CommonAngels, a very famous angel investment group of Boston. He is also a B.S. in Computer Science from the University of Alabama in Birmingham. The company believes in hiring people who are passionate, loyal, willing to learn and pretty smart. The unique strategy of recruitment followed, includes various tests on an employees character and moral. It is more qualitative than quantitative. It is often seen how an employee behaves when a cup of tea or coffee is offered to him during the interview. The employee is likely to get hired if he disposes of his own cup after he finishes drinking. This is known as the Cup Test. HubSpot follows a unique process to recruit the right employees which is known as the HEART. It means humble, effective, adaptable, remarkable and transparent. They judge the employees ethics and values more than the required skills. This is why the comp any is blessed with some of the best resources and the Employee Net Promoter Score, which measures the employee engagement, is very high in recent times. The company also has a retention rate of 85%. This is a wonderful record since the company has to compete with the global giants like Google and Facebook. The company has also seen a significant increase in revenues over the years. In 2013, the CEO declared that the annual revenue growth was 82%, much higher than the previous years. The revenue earned from the companys inbound marketing software reached $52.5 million. HubSpot also raised $35Mround mezzanine finance from the big institutional investors for investment in infrastructure, recruitment, products and acquisitions. The working process and extremely enviable work culture has certainly ensured its growth and sustainability in the long run (Rumanti, 2015). This is well evident from the point of view that the company has managed to sustain and grow in the competitive market al ongside the global leaders. The unique process of recruitment of the right employees and a very healthy working culture and environment has been the reason of success for HubSpot so far. The company has formed a successful barrier to entry for the other competitors to ensure competitive sustainable advantage. By this process, the company has effectively blocked many of the rivals to enter into the market and thereby reducing its profits. The company has some exclusive and proprietary access to a number of crucial resources, which the other companies to not have access to, like product integration partnership. They also depend a lot on new product development each year in order to attract more customers and make a more sustainable environment. 4. Strength and weakness analysis of HubSpot Strengths HubSpot ranks the third in terms of market share among the largest internet marketing companies around the globe. It has gained the highest position for overall value. It is currently the all-in-one solution for digital and internet marketing of products and services. In a research conducted by the firm Gleensight , it has been found that in individual product categories, the specialized vendors ranked higher than HubSpot like in SEO, marketing via email. Yet, it may be observed that in providing a comprehensive solution to internet marketing, HubSpot is way ahead of the others. The Call to action and the HubSpot Marketplace are the USPs of the company. Weaknesses The main weakness of the company is that it has limited customization options for the end users. The designing tools are also limited in number. It needs to possess some advanced technological tools like the Business Process Management (BPM) tools in order to compete with the rivals. It is observed that the company is in need of certain innovation in product development to suit the user requirements. These are the main areas where HubSpot needs to put special emphasis on to sustain in the long run and grow as an emerging internet marketing concern. Reference list Smith, B. and Martinez, M. (2015). Examining Higher Education Department Eliminations Through the Lens of Organizational Change. Journal of Psychological Issues in Organizational Culture, 5(4), pp.73-87. Sherman, K. (2015). Editor's Introduction. Journal of Psychological Issues in Organizational Culture, 5(4), pp.5-7. Rumanti, A. (2015). Organizational Culture Transformation towards Management of Technology. JOEBM, 3(10).