From mowing lawns to revolutionizing hiring.

Matt Baxter hired his first employee as a high school senior for his lawn company.

He quickly learned something: technical skills don't matter as much as you think.

"I didn't care if someone knew how to mow a lawn or weed whack; you can teach those skills. But I did care if someone can shake your hand, be personable, and if you trust them in front of customers." - Matt Baxter

After selling his accounts to a property company, that hiring lesson stuck with him.

Because he saw the problem from both sides:

→ Hirers struggled to find the right people. Interviews sucked. Resumes told them nothing.

→ His friends graduated college and couldn't land jobs, not because they weren't capable, but because a resume couldn't capture who they actually were.

That gap sparked Wedge.

Here's what Matt's learned building it:

Your hiring process is a mirror of your company.

If it's broken, impersonal, or outdated, candidates notice. Make it candidate-driven.

Think long-term.

Starting young in business taught him this. 

Short-term wins don't build companies. Relationships do.

Stay true to your network.

Check in with people just to check in. 

Not when you need something. Your network isn't transactional, it's foundational.