"It was a wonderful thing to do," said Moltzen. "That invitation said a lot about the company."

And Karl did have questions about benefits, job security, workload, hours and opportunities. "As a result, our concerns were eased and that was important, because at the time he was in law school and I was the primary wage earner," said Moltzen, who was hired in 1999. "In fact, Karl encouraged me to take the job before I actually decided to do so. Today, they refer to Karl as an honorary member of the team."

It's still unusual, during initial job interviews, for potential employers to bring up the subject of work/life balance and what the company is willing to offer. But DataCo., which has sales of $3 million annually and 22 employees, clearly is ahead of the curve in allowing spouses or significant others to be involved.

Extending an opportunity long given to top officers was the idea of Patrick Albright, president and chief operating officer of the firm, which also has offices in Milwaukee, Lincoln, Neb., and Walker, Minn.

"When I was interviewing for my job here, my wife, Christine, and I were expecting our third child and I wanted to make sure she was involved--it was a big move for us to make," said Albright, who has a bachelor's degree in economics and an MBA. "I said I wouldn't come on board until she had a chance to meet everyone."

She did and was satisfied it was a good opportunity--for the entire family.

"It went so well, I decided to offer it to everyone, to make sure job candidates know that here, your family comes first," said Albright, who now has four children ranging from 13 years to six months. "The beauty of it is that a supportive spouse or significant other can engender loyalty to the company and support for the employee--and that results in low turnover and more satisfied employees. Everyone wins."

The applicant's family may come in personally or telephone. "I know that being able to do this is easier for us because we're a small company right now," Albright said. "But we never want to lose it, no matter how big we get."

When Ted Martin, founder and president of Martin Partners in Chicago, a national executive search firm specializing in senior management, hires employees, he "openly and up front" addresses the company's family-friendly policies so that everyone knows what to expect.

"I explain that it's not the hours you keep so long as the work gets done," said Martin, who has an MBA and specializes in recruitment for high-growth businesses. His firm has 16 employees and annual revenues of $5.4 million.

Though spouses and significant others aren't part of his hiring process, Martin, who is married with four children, says that by discussing family issues with job applicants, "you're telling them you respect their whole life."

All eight recruiters at his firm have the option of working from home; hours are flexible and can vary from week to week. "I know I'm going to be at my kids' school conferences no matter what," said Martin, "and this policy, from the beginning, lets the staff know we're all on the same playing field."

Tim Carlson, DataCo.'s vice president of sales, also knows that. Married, with two young children, Carlson's wife, Angela, was pregnant when he was hired, and "wanted to make sure we weren't taking a risk." They met with management and she was reassured.

"They mean it here when they say family comes first," Carlson said. "It enhances our quality of life at home knowing my wife is supportive and I enjoy what I'm doing. I tell myself every day not to take it for granted: I know I'm lucky."

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