Chandra Narayanan
28 statements across 1 episodes · 4 bullish · 4 bearish · 1 people on the record · first statement Mar 13, 2024 by Chandra Narayanan · said 2 times in 1 episodes since 2024 · across every show →
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Everything said about Chandra Narayanan, oldest first
Mar 13, 2024
Mar 13, 2024
Startups Must Centralize Growth Teams Before Decentralizing Into Product Teams
“I think the answer at an earliest stage of your growth, I think they should be a standalone team. I think it's for two reasons. One is I think it's the, is for the best practices, meaning that they can learn from each other and then they can go solve problems …”
Mar 13, 2024
High Growth Rate Beats High Initial Capability Over Time Due to Compounding
“People with a slower asymptote, the faster growth is, are going to overtake. And I generally tend to invest in people over a very long period of time, but within reason, within two people, Within slope and this, I know that basically the effect of compounding …”
Mar 13, 2024
Mar 13, 2024
Sequoia Classified All Portfolio Companies Into Eight Distinct Formulas
“What all the companies at Sequoia, for example, we can classify for the types of companies phase Sequoia had was eight different types of companies, e-commerce, two sided marketplaces you know, consumer subscription, consumer ads, and SaaS obviously, and so on…”
Mar 13, 2024
Mar 13, 2024
Mar 13, 2024
Mar 13, 2024 neutral
Narayanan: Product-market fit, unit economics, and scaling are four separate steps
“I mean, product market fit, scaling product market fit, unit economics, scaling unit economics. I think those are all four different steps in my opinion. So I actually think that it is, ah, you can get to product market fit, but you may not be able to scale it…”
Mar 13, 2024 negative
Fast Hiring Dilutes Talent Density From A-Plus to A Players
“One thing, if you add more people, what happened is you, the A plus players becomes A and so on. And very fast, you need to get to grow very slowly so you can reach equilibriums very slowly and then keep The value of the entire team high. So do not hire very f…”
Mar 13, 2024 positive
Narayanan Advised OpenAI to Prioritize Influence Over Stats Skills for Growth
“And when I talked to OpenAI, they asked me who should be hiring for the head of analytics and head of growth and so on. I said, oh, someone who's looking at a rocket ship, don't worry whether they are statisticians or their influence is the most important thin…”
Mar 13, 2024 negative
Narayanan: Startups should not hire growth leads before product-market fit
“You don't want to hire anyone before product market fit, because at the end of it, I think, as I mentioned to you, I think growth is about scaling the product market fit in a sustainable way. It basically means that if you're not able to grow, if you, if you'r…”
Mar 13, 2024 negative
PIPs Fail Because Conflict-Averse Managers Initiate Them Three Months Too Late
“I think when you put up someone on a performance plan, it's three months too late. It's three months before you should have intervened and tried to do the right thing. What happens most of the times is that people put them on the improvement plan when they've …”
Mar 13, 2024
Narayanan: Executive Performance Falls Into Three Stage-Based Categories
“I think of it as from an exec perspective, I think there are three types of execs. People who know how to take companies from bad to okay. And people who know how to go from okay to good. And there are people who are good at going from good to great.”
Mar 13, 2024
Mar 13, 2024
Mar 13, 2024 positive
Mar 13, 2024 positive
Mar 13, 2024
Narayanan: Underperforming employees often thrive when shifted to the right role
“And I've done often many, many times. I've found that the reason why they're not doing well is because they're not in the right. They're not on the right team or not in the right role or in the right thing. And you just need to shift them. And then suddenly th…”
Mar 13, 2024
Narayanan: Prioritizing current achievement over growth rate was my biggest hiring mistake
“Early on, the big mistakes that I used to make, and I make less of it now, I think I'd probably still make them, is I think about slope and asymptote. Asymptote is how good are you? Slope is how fast are you growing? And so what I would hire more for is People…”
Mar 13, 2024
Narayanan: Most large data analytics problems can be reduced to small data problems
“I always have believed every large data problem can be, can actually be brought down to a small data problem. Every large data problem can be brought down to a small, I'm being extreme here. Obviously nothing in Gen AI is like that, but in terms of analytics, …”
Mar 13, 2024
Mar 13, 2024 positive
Mar 13, 2024 negative
Trusted Referrals Are the Only Hiring Method That Actually Works
“Hiring is a terrible process. I mean, I know you ask a ton of questions of what do you look for? What do you look for? And I know that honestly, I can say all I want, It's useless. At the end of it, you, it's easiest when they work with you or you ask referral…”
Mar 13, 2024
Narayanan: Asking 'so what?' separates top data leaders from average analysts
“And what I've realized was the difference between good analytical people and the, who can be good at insights, but the ones that can, that are good at actionable insight, the muscle is really the so what question. It's not the analysis. They can be great at co…”
Mar 13, 2024
Mar 13, 2024
Narayanan: Core data analysis requires only indexing and asking 'so what?'
“I'd also say that in terms of analytics itself, there are literally only two things you need to do. One is indexing. Which is you want to see if things are unindexed or overindexed in anything you're comparing and benchmarking. And the second thing is asking t…”
Mar 13, 2024
Narayanan: Employees leave when any of four job satisfaction pillars fail
“It's for four, four different reasons. One is they love what they do. Number two, they love the people they work with. Number three, they Feel like they can learn from the people that they work with and for the company is going up into the right. If one of the…”