Editorial Board   Guest Author

Mr. Llorens

Dave Llorens

CEO, EverWatt Lights

Dave Llorens is an electrical engineer and the CEO of EverWatt Lights, a lighting-as-a-service company that helps commercial properties save money by replacing their lighting with EverWatt LED lights for no upfront cost. EverWatt eliminates the vertical marketing structure with its many levels of distributors, supply stores, and regional and local reps by manufacturing and installing the LED lights. This results in cost savings to the end user by cutting out the middleman (and the markups).

Before EverWatt, Mr. Llorens started several businesses, including One Block Off the Grid, which helps put big-ticket, environmentally friendly home improvements within reach of the average homeowner. Homeowners can save money with solar technology, even learning how much they can save with just a quick phone call using One Block Off the Grid's custom technology. The company also helps homeowners negotiate discounts, vet installers, and design and buy/lease solar systems over the phone.

Mr. Llorens founded the company in 2008, and in 2012 he transitioned to COO after One Block Off the Grid merged with Pure Energies. In 2014, the company was acquired by NRG for $120 million.

Mr. Llorens has been passionate about entrepreneurship since he opened his first lemonade stand in Shreveport, Louisiana. He's an avid poker player who in 2004 started an online gambling software business, which he grew to a $2 million run rate before it was killed by the Internet Gambling Act of 2006. He also served as co-founder and CEO of 60-Day MBA, a program designed to help aspiring entrepreneurs start businesses. While 60-Day MBA ultimately failed as a business, the program provided numerous aspiring entrepreneurs with the tools they needed to succeed.

Please visit http://everwattlights.com/ for more information.

Mr. Llorens can be contacted at +1 510-730-0062 or dave@everwattlights.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.