Working Theories is an email series examining working relationships and what makes them, well, work. Hosted by Same Page HR, we hope this encourages you to develop and live out your very own working theories.

Since 2003, Atlanta-based Matchstic has been helping brands get clear on who they are and how they can stand out from the crowd.

With a tight-knit team of about 25, they specialize in brand strategy, messaging, and visual identity—helping leaders create brands that feel clear, compelling, and “radically relevant.”

They were the very first client to sign up for Same Page HR, and we’ve been honored to work alongside their team ever since. They are the real deal, and we’re excited to dig into one of their longest-standing employee relationships below.

-Callie (& Matt)

He used to wrangle rock bands. Now he wrangles creatives. (such a good LinkedIn hook)

Going on 12 years at Matchstic, currently serving as the Director of Project Management

Melissa’s path to Matchstic wasn’t a traditional one. Her sister worked at the firm first and when she went on maternity leave, she recommended Melissa—in between jobs at the time—fill in for her. Matchstic went for it and the transition was seamless. Craig jokes that Melissa even sounded like her sister on the phone. (Not exactly replicable advice Craig, but thanks.)

That “temporary” role quickly turned into something much more.

As Craig puts it, within a month it was clear: “She’s amazing—how do we keep her?”

Melissa remembers being drawn in by both the work and the people. “It was engaging, different from anything I’d done in-house, and the team genuinely loved what they did. It felt like the right fit culturally.”

Even though Melissa doesn’t formally report to Craig, they’ve worked closely together for years.

One thing that stood out early—and still defines their dynamic—is trust paired with ownership.

Craig recalls one of Melissa’s first client calls: “We did zero prep, and she just took charge—asking the right questions, leading the conversation. We all looked at each other like, ‘Okay…she’s in charge.’”

That ability to step in, take ownership, and move things forward became foundational to how they work together, building steady, mutual trust.

After more than a decade working together, there’s surprisingly little “big” conflict, but they were quick to admit there have been tensions to manage.

For example, Craig is a salesman and Melissa is a promise-keeper. There’s a natural sales-ops tension that they’ve learned to embrace and even celebrate.

Tactically, Melissa celebrates and gets excited with Craig before asking questions, while Craig has learned to give her some answers even if he doesn’t have all of them.

Melissa’s steadiness and high standards create clarity for the team (even if, as Craig jokes, “people might be a little scared of her—in a good way”).

Their approach is less about dramatic conflict resolution and more about trust and clarity in how work gets done day-to-day.

For Melissa, it comes down to meaningful work and a strong culture, which she defines as one that generally cares about their people. “This includes everything from health benefits to flexibility in my schedule to genuinely asking and caring about my family,” she says.

For Craig, it’s about having someone who can step in, lead, and be trusted completely.

In addition to the genuine care they show, she says she also appreciates Craig and cofounder Blake’s accessibility. They are always open to a phone call to quickly talk something through, and she says that’s a rare gift from founders/leadership.

“She’s upfront, and I never have to wonder what she thinks. I appreciate her candor,” Craig says.

(Candor that we know is taken well because of the mutual respect that was so obvious between them on this call!)

We hope this little look into “a working relationship that works” is helpful. Perhaps it reminds you of someone you know (forward this to them as an encouragement!), or maybe it will give you an idea of something you’d like to try. We’ll send another story in the weeks ahead.

(Know of someone we should interview? Reply and let us know.)