3 Things You Should Consider Before Picking a Vendor to Partner with

Regardless of what type of business you’re in, you are likely to need vendor partnerships of some kind to help you meet your goals and stay on track. As your business’s success and reputation depend on these vendors coming through for you, it’s common sense that your choice of vendor is a significant decision. 


The stakes are high, and the proverbial sea of vendors to choose from is vast. For this reason, even if you know exactly what type of service or product you need, picking the best vendor to partner with can be a daunting task. The good news is that you don’t have to allow the overwhelm to paralyze you, as we here at AMPlify are ready to help you navigate this path. 


To start, here are three factors to consider when weighing your vendor partner options: 


  1. Shared Vision and Goals


The first—and perhaps most important—thing to ask yourself when choosing a vendor partner is: Are we on the same page? By this, I mean taking a good, hard look at yourself and your vendor and ensuring you are clear (and in consensus) about what exactly your goals and objectives are and how you will get there together. I cannot stress enough how vital seamless collaboration and synergy are in a vendor partnership. 


Even though synergy has become quite the buzzword, it basically describes when two or more entities join forces to produce a combined outcome that is greater than the sum of its separate parts. You’ve all probably heard the adage “Two heads are better than one,” and this describes the aim of synergy (and a successful vendor partnership).


The key to achieving successful synergy is excellent communication, which is why when choosing a vendor to partner with, aligning yourself with one who communicates—and listens in equal measure—is a non-negotiable. 


Is the vendor hearing your plans, understanding what you are aiming for, and making you feel confident that they can come alongside you to accomplish these things in a fluid and reliable way? Are they willing to invest the time, research, and effort to get (and stay) there? If so, that is an excellent sign.


  2. Trustworthiness


Trustworthiness and reliability are also two specific traits that are necessities for any successful vendor partnership to succeed. For you to weed out those vendors who don’t fit this bill, a simple litmus test is doing some research on the vendor and checking in with past clients to hear their experiences. Here is where references are invaluable: Request vendor referrals from people whose opinions you trust, and take advantage of online searches.


Your gut is also always an excellent guide that should not be underestimated. How do you feel when you speak with your vendor, specifically when discussing your goals and how you will reach them? Do you feel confident that they are being upfront and honest about who they are, their expertise, and what they can provide? Watch out for potential partners that overpromise, as those are often the vendors that underdeliver or fail to come through when it really matters. Although this research will require investment on your part, this due diligence will pay off in the long run and protect you from partnering with suppliers and vendors that are mostly smoke and mirrors.


  3. Professionalism


One factor to consider is that whatever vendor you choose to partner with, while perhaps not necessarily a direct employee of yours, still represents your organization, as do their employees. For this reason, it is essential to know who you are working with and that you can feel confident in trusting that they will be conducting themselves with the utmost professionalism and integrity throughout your partnership. 


Choosing a new vendor partner is still a process, and we at AMPlify are here to help you every step of the way. Reach out today for more advice, tips, and support on your journey.

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More