EX3 is named after a set of principles, an ideology around digital transformation and technological advancement in HR, called HR 3.0   The vision and principles of HR 3.0 resonated and so this ideology provided a sense of validation and identity.  Digital transformation and its impact on the new Employee Experience is exactly the movement we wanted in on. 

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We shared a curiosity about why Engagement looked so different in HR. It was nothing like our experience; the conversations about it were different, the sheer understanding was different, the technologies were outdated, stack strategies were fragmented and inefficient, measuring effectiveness and tracking metrics were casual topics, results were anemic but also acceptable, and across the board we found not one source that offered true expertise or legitimate knowledge on the subject of Engagement- including partners who were designated to advise and guide HR in this particularly sophisticated area.  The cycle began to make sense.  

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Having shared experiences at the epicenter of digital transformation and marketing automation is actually where EX3 theory was born.  When the consumer journey battlefield grew overnight by a few dimensions; the omni-channel. Marketers scrambled to build pathways, remove friction, capture data, measure effectiveness, engage, follow digital body language and convert consumers, and do this just better enough.  Our presentations were white-board ideation sessions that bloomed in real-time, and began enabling strategies for some of the most innovative marketers and well-known West Coast brands.

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Tech stack strategy is today's proper terminology for our other core competency. Our experience on the tech side began when Enterprise IT infrastructure was a more appropriate term. So whether we're talking scalability, extensibility, architecture, functionality, or overall strategy and effectiveness- our tech expertise is a feature we intentionally built into our theory.

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​​​​​​​​​​​​​​The transition to working with HR was challenging and humbling. But above all, it was inspiring.  Without this HR experience, there is no opportunity to lean-into something fun and meaningful. We shared a naturally aligned perspective that still had no defensible reason to be called anything other than a theory at this point.