off season in Utah’s rivers and streams.
FOX 13 News’ cameras were rolling as Unified Fire Authority trained for swift water rescues.
Firefighter and paramedic Tony Espinoza said the first moments in the water can overwhelm people.
“It catches you off guard,” he said. “First the coldness hits you, and then you’re moving faster than you’re expecting to, and you’re hitting rocks that you don’t see."
Espinoza is getting ready for his first season as a swift-water rescuer. He said riding through the rapids was fun, but he couldn't have done it without the proper water suit, helmet, ropes, flotation devices and other safety gear.
“For the first time, and not having a lot of experience, yeah, it was very scary,” he said.
The water coming out of our canyons right now is snow melt, meaning river temperatures are in the forties. Firefighters say it wouldn't take long for someone to get hypothermia, and lose the ability to stay afloat.
“Some of the streams have already peaked, some still have yet to peak, so we just want our guys to be prepared in case they got called out on somebody who might need help near or on the water,” said Capt. Jay Torgersen of UFA.
This week, fire crews trained in the Provo River to get a sense of how powerful the water actually is. They said training in other canyons is still too dangerous.
“If you look at the creeks in Little and Big Cottonwood Canyon, if you go in there, you’re going to be bouncing off of rocks, there’s trees, there’s things that can keep you from moving downstream and then can drown you,” Torgersen said.
Crews say they've already responded to a couple of rescue calls this year, and they expect them to continue through the summer.
Still, they encourage you to get outside and enjoy Utah’s rivers and streams, as long as you go prepared.
The bridge is 198.5 linear meters (including access roads — 965 linear meters). The bridge and approaches are provided with artificial lighting, sidewalks and stops.
The total length of roads of regional significance "Altai — Aya — Nizhnekayancha — Turquoise Katun" is 54 kilometers.
"The total cost of the two facilities — almost 1 billion rubles. Bridge and a new road will relieve traffic traveling on Chuiski, which would make the SEZ "Turquoise Katun" more accessible to tourists " — Governor Alexander Karlin said during the opening.
The head of the Federal Tourism Agency, Alexander Radkov said that with the opening of the bridge the most important objects of the tourism industry of the two regions have become more accessible. "We have to offer tourists constantly getting better services. That is our primary goal. Today, more than 12 million Russian tourists prefer to stay abroad. This should not be — tourism should be accessible to all segments of the population, including low-income citizens, people with disabilities, "- said Alexander Radkov.
Construction of major bridge over the Katun lasted a little more than one and a half years began in December 2009 and was completed three months ahead of schedule — in July 2011.
"Turquoise Katun" — a special economic zone of tourist-recreational type in the Altai region. Was established in February 2007 by government decree. SEZ is located in the Altai region of Altai region on the left bank of the Katun River and has an area of 3, 326 thousand hectares. "Turquoise Katun" was created for the development of environmental, health, water, sports, caving and other types of tourism in the Altai region.
Client CEO: “Troy, we are excited to be looking for this CRO (Chief Revenue Officer) role and upon talking to our VC we have been instructed to attract a CRO who is currently working for “insert company” - let's use Canva as an example.
Troy: Hmm ok. However, Canva is currently $1b ARR and you are $10m ARR and so not only will you struggle to attract that person, but they also do not have the $10m to $50m growth experience you are looking for.
CEO: Yes, but I have been told by the board and the investor that we need to hire for scale.
Troy: Okay but that person has been in the $500m to $1b level of experience for the last 5 years and so all their recent-relevant experience is at that level of scale.
Hire for scale.
I hear this term a lot and I will be honest, when I was new in my career I would listen to people around me like senior internal recruiters, HR or VC people I respected talk about this and I just blindly followed the narrative.
What I found mostly though, was when you fast forward 6 months later the company is wondering why this new amazingly experienced ex-Canva CRO who came in at more salary than everyone else and has the most stock options has not produced anything.
I am often told that the VC, board, or a lot of the times, the internal team has informed this CEO that they can only hire this person and therefore I find myself looking for a prestigious long-distance thoroughbred anyway.
Now everyone is happy and the person has been in their role some of the things we start to see play out happen very quickly.
The new CRO suggests that she cannot get this company to 500m to 1b without a much bigger revenue team and they will need to increase the size of the team quickly in order to get the results you asked for.
You look at your budgeting and see the headcount go from 5 roles in revenue that quarter to 20 roles.
Until then, the CRO might be waiting for the phone to ring, the e-mails to come in, and for her EA to schedule meetings. She is not used to working as per your framed value on the wall of “getting shit done” and is waiting for most of her previous team at Canva to fill these 20 roles so she can get back to normal.
Running a $10m ARR SaaS company function has very different skills than that of the $500m ARR company and so ultimately, you have hired this person for their skills at leading a revenue team of this ilk.
Now, I am painting a mental picture here that this always happens and in my experience it mostly does, though occasionally you find someone who actually prefers to operate at the level of $10m ARR to $50m ARR.
The funny thing though is that person is probably being managed out of "insert company" successful SaaS company because they have not mastered the skills to be able to operate at $500m+ and is more of a “get shit done” than the person your VC is dreaming about.
So, what am I telling you here I guess you are asking me?
Well, I would say hire for the scale level that you need for the next 18-24 months, and if you are lucky and smart enough at interviewing, you can also hopefully find someone who has the ability to get you to $100m too. They probably won’t get you to $1b though…. And that is ok. If you do find that unicorn who has the experience at the next three levels and can come back to yours and is keen to do it. Hire them and talk about this hire for the rest of your life as you will always be chasing this dragon in the future.
When I am working with clients, I will try to help them build out their interview process equipped with the right assessment criteria to help them identify their next suitable CRO.
We might ask in an interview; talk me through your first 3 months in your role?
If the applicant is talking about needing to spend this whole three months listening, learning, and identifying the problem and really over emphasises this. This could be a flag, so we ask them why are they doing this?
Once they give us their answer, we may ask them what they did in the first 3 months of their current role and they will usually tell us the same.
I might then ask them why they are doing the very same thing for a $10m company that they did with a $500m company. Or I might ask them why they are not looking for another $500m company if they have unlocked the success for this growth?
After hearing their answer which will probably be very good and have you excited about having someone so strategically minded and astute, we’ll ask them; How would you execute the same plan exactly if you halved or cut the budget to 25%?
Now we are starting to see if this person has the ability to ‘come back' to $10m ARR and lead the strategy and team here again.
We essentially want to understand their drivers for wanting to come back to a smaller company and what their motivators are.
If equity is the major motivator then buyer beware!
What we want to see is that they have ‘unlocked the secret’ of this level of growth and they are excited to do it again knowing what they know now.
They might be particularly passionate about the domain you are in and so armed with the success of their past and their battle scars they are invigorated to do it again.
If they are not giving you words like “invigorated” or “highly motivated” and “excited to do this again” then be careful.
Hiring someone with the experience you