On this week's episode of Inside Outside Innovation, we sit down with Adriana Cisneros Basulto, Founder of Maxwell. Maxwell was the winner of the IO 2020 Get Started Showcase competition and maker of the employee benefit and work-life management software platform. Adriana and I talk about the changing world of work from flexible benefit options, to diversity and inclusion, as well as the impact COVID has had on accelerating these changes.

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Interview Transcript with Adriana Cisneros Basulto, Founder of Maxwell

Brian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today with me is Adriana Cisneros Basulto, founder of Maxwell. Welcome to the show.

Adriana Cisneros Basulto: Thank you. Thank you for having me.

Brian Ardinger: Adriana I'm excited to have you. Maxwell, you were the winner of the IO2020 Get Started Showcase competition that we had back in October. It seems like a lifetime ago, but we've been trying to figure out a time to get you on the show, to talk about what you're doing, what you're building, and really have a heart to heart with some of the things that you're seeing when it comes to the future of work. So, let's start by telling the Maxwell story. How did you conceive of this company and how did it get started?

Adriana Cisneros Basulto: Yeah, well, first and foremost, I'm still pinching myself from the win and yeah, I cannot believe that that was October, but I suppose in COVID time, everything just kind of flows at its own rate. I'm not going to say it was, you know, like a Eureka moment or something that all of a sudden just came to mind that this is what's going to be. It's really been an evolution.

And it has taken several years from sort of an idea into actually becoming what it is today. And it's probably going to continue to market. A lot of it was just, many founders, personal experience. As my life got just more complex, on the personal side, and by complex, I mean, just a very traditional path and the personal side, you know, like you, you get married, you decide to get a dog, you have a mortgage, that sort of thing. In terms of complexity, kids. At the same time, my career, and that of my spouse was also progressing and getting more complex and had more accountabilities.

And then we happened to both be very similar in terms of wanting to do a really good job in both fronts. So, we were always feeling spread thinly. So that was one aspect. And then the other aspect was the type of work that I did. So, my last corporate job was leading the efforts of inclusion and diversity for the largest private bank in the U S.

And one of the things that I remember vividly sitting down and listening to the results of Gallup, on one of their studies about women at work. And I mean, this is years ago, but the trend was that women were leaving the workplace. And one of the number one competitors was this aspect of how hard it was to manage work and life and keep it all together.

And that, that was the biggest competitor. And I was just like, oh my goodness, we're not coming up with better solutions is the same solutions that we had five years ago or before, like lots of things go through my mind. That was one moment there was like, there's got to be something better. So that was sort of the genesis of it, both from the personal side. And then also from a professional standpoint, me wanting to see more women stay in leadership positions because that's the work that I was doing.

Brian Ardinger: So, talk a little bit about what Maxwell is and how are you tackling that problem?

Adriana Cisneros Basulto: Yes. What I'd like to say is we make it easy for employers to support their teams. And to support them with benefits it's slash, support services that make it easy to manage work and life. Sometimes it's easier to understand when using an example. So, I'll try to do that.

Let's say it's company, ABC company, ABC. They choose which of the services that we have on Maxwell already embedded in our mobile app to offer their employees and to fund. And then we do also something that we're testing right now. I'm curious to see how that evolves, but one of the things we're testing is the ability for employers to also integrate into Maxwell, other things that they're offering today, that don't require an additional subsidy from them.

So maybe they already paid for an EPA program from an employee assistance program, so they can also show it on Maxwell. And then the employee now decides how much money they want to provide their employees to use on the services of Maxwell.

Brian Ardinger: Got it.

Adriana Cisneros Basulto: So then fast forward to now, you know, employees are onboarding into Maxwell. They can use their funds on those benefits, those support services that are going to be the most valuable for them. Maybe Tom, really what he struggles with is spending his weekends doing laundry. Yeah. He could use his, you know, the money that he got from his employer, on tackling laundry. So, he doesn't have to be doing that over the weekends.

And maybe, you know, you have Kate, which laundry's not really an issue for her, or maybe that's, you know, she doesn't care for other people touching her laundry. She can use her funds on things that matter to her, like maybe healthy meals and getting support that way. So that's in a nutshell how it works.

Brian Ardinger: I like the idea, and this and this movement that we're seeing towards how do you make things very customized for the employee. You know, it used to be where employee benefits, were you get your health care and, and maybe you get a couple of things else, but for the most part, it was here's your cookie cutter things that were available. But by services like Maxwell that allow the employer and the employee to find that right balance. What are you seeing when it comes to that?

Adriana Cisneros Basulto: Yes. No, you're absolutely right. It's been, it's been, talked about for a long time on the HR space. How to really put the employee at the center of that. So providing employee centric experiences. But it really hadn't taken off. And I think we are at a moment in which this is actually going to happen, because now, well, a multitude of things are happening, but one of them is as HR teams are honestly trying to help their employees. One of the barriers that they're facing to do that, is that there is so much variety of needs.

Like the example I gave was simple. Right. But like, how do you provide enough variety of support that is really going to meet the need of all of your employees? And actually, that is sometimes paralyzing them because they're like, well, you know, I could get this particular solution in house and use it here, but that's going to serve only my, you know, my working parents.

And that's going to inevitably cost these feeling of the haves and have no...

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