This article originally appeared on profilemagazine.com. View it here.
Don’t let the name fool you; Paymetric is more than just a payments company. Though the company has been helping businesses make secure payments electronically since 1998, its suite of payment acceptance and data security solutions has assisted many of the world’s most popular brands with some of the more challenging payment processes, such as the order-to-cash process, improving electronic payment acceptance, and alleviating some of the burden brought on by PCI compliance. It is these reasons that Paymetric considers itself a technology company, rather than just another payments company. And this fact is helping bring the best talent to the organization.
“We integrate and secure payments to help reduce the scope and cost of PCI compliance while mitigating the risk of a data breach,” says Travis Barrs, Paymetric’s senior vice president of human resources and legal services. “We can secure payment acceptance for web stores, mobile apps, legacy applications, ERP, and CRM systems.”
When Paymetric hired Barrs in 2008, his primary focus was helping sales leadership negotiate and contract with customers more quickly and more efficiently. In 2011, he absorbed the human resources department and made the decision that human resources should be viewed as a strategic imperative, not simply a tactical concern. Since then, he’s been in charge of building a world-class corporate culture and recruiting top-shelf talent to help the company continue to grow and to remain a leader in secure-payment acceptance.
Recruiting can be easier said than done for Paymetric, given the competition for talent in the technology industry. Larger companies with almost unlimited resources and household brand names can be highly appealing to aspiring workers. Barrs knows it is tough to compete, but hopes that Paymetric’s technology plays a big part in bringing in outstanding talent. Its proprietary payment acceptance and data-security solutions are at the epicenter of its clients’ environments, and the prospect of playing a part in changing how the payments industry works is a card Barrs’ team can and does play when they’re competing for talent.