Eeke de Milliano
28 statements across 1 episodes · 11 bullish · 7 bearish · 1 people on the record · first statement Mar 6, 2025 by Eeke de Milliano · across every show →
On the record as a speaker too: Eeke de Milliano's record, appearances and statements → this page counts the times other people say the name.
Everything said about Eeke de Milliano, oldest first
Mar 6, 2025
De Milliano: Firing executives is harder due to longer timelines and optics
“And then it's also just harder to fire them for, you know, kind of the same reasons. The stakes are very high. Like you've just spent a bunch of time getting the whole organization excited about this leader. Like honestly looks bad if you all of a sudden say l…”
Mar 6, 2025
De Milliano: Incoming execs should immediately fire flagged mediocre employees
“Assess the talent pool pretty quickly. Like, just fire the people that aren't good. Especially if they're not a good culture fit, but also if they're just not doing well. One thing I have experienced myself, but also I've, like, seen with other leaders, like, …”
Mar 6, 2025 positive
De Milliano: Executives with firing experience execute necessary terminations faster
“Per your point, if the, if you just have to assume that the distribution of failures is, like, pretty much the same across the org, I think it's always a pretty good sign if people have fired a lot. It's only because, like, they're gonna have to in whatever jo…”
Mar 6, 2025 negative
Mar 6, 2025
De Milliano: Only define executive hire success for years one and two
“I think you have to sort of be pretty concrete with yourself on exactly like what success looks like in year one and what success looks like in year two. Nothing past that because you have no idea what your company is going to look like past that.”
Mar 6, 2025 negative
Mar 6, 2025
Mar 6, 2025 neutral
Patrick Collison designed Stripe's culture guide to repel half of candidates
“And at one point, like, Patrick Ping made me, he was like, hey, like, I really want us to write a guide to Stripe's culture, and I want us to share it with candidates when they join, when they are considering Stripe. And ideally, half of the candidates who rea…”
Mar 6, 2025 positive
de Milliano: Long executive tenures prove resilience through inevitable hard times
“The leaders who have, like, been at companies for a long time, I think, generally, Very highly of because inevitably those companies have gone through hard times. Like there's no way a company didn't over a nine year stint, and that to me really says something…”
Mar 6, 2025 positive
De Milliano: 80% of executive hiring success comes from pre-interview introspection
“And I actually think 80% of the work In hiring a great leader, who's a great fit for you, is figuring out that piece of it. Like, not even doing the interviewing, it's the, like, doing the introspection of whether this person is a good fit.”
Mar 6, 2025 positive
De Milliano: High-functioning executive teams maintain unified consistency like parents
“A high functioning executive team is like that. They're like, they're consistent. You feel like you're going to get the same answer from every single executive, but you also know that like the how they do it or like how they're going to get it done is like the…”
Mar 6, 2025 positive
De Milliano: Executive charisma does not require public speaking if leaders excel in writing
“I know very, quote-unquote, charismatic leaders who are not incredible speakers, but are great writers, or are wonderful one-on-one. So like, you have to be able to get people behind the thing that you believe, and people have to want to follow you, but it doe…”
Mar 6, 2025
De Milliano: Purely successful resumes make it hard to judge executive impact
“The folks who have only been at companies that have themselves done well, it's just really hard to be able to distinguish whether the company did well because of the founder or because of the leader, sorry, or the leader did well because of the company.”
Mar 6, 2025 positive
Milliano: Radical transparency about readiness gaps helps retain passed-over talent
“The second best thing you can do, I think, is just be super transparent and open throughout the process. Like, really good high performers want to hear how they can get better. Generally telling them, like, look, you're not ready for this role, and here are th…”
Mar 6, 2025 negative
de Milliano: Multiple consecutive two-year stints signal mercenary executive behavior
“I personally really worry about the, like, the two-year stints, sort of, like, multiple, like, two-year stints. Like, it just actually isn't enough time to show that you've done anything significant, I think, as a leader. So, like, this is a gross generalizati…”
Mar 6, 2025 positive
Mar 6, 2025 positive
Mar 6, 2025 positive
De Milliano: Enduring tech companies almost always pair technical founders with operational leaders
“One of the themes that has come out of that that has been surprisingly consistent, especially with these sort of, like, deeply technical companies, is that there's almost always a pairing of, like, a deeply technical founder with a more operations people-y per…”
Mar 6, 2025 positive
De Milliano: Executive hires stretching up succeed more than those stepping down
“I think you're way more likely to be successful when someone is stretching up into the role because they're going to have a chip on their shoulder. And like, you really want them to prove themselves or they want to prove themselves.”
Mar 6, 2025
Mar 6, 2025 neutral
De Milliano: Problem ambiguity scales exponentially up to the C-suite
“I think it's ambiguity or problem. It's just like, it's, that scales up exponentially. Yeah, they sort of, I can't speak to the specific titles, but like the most ambiguous problem should be at the like C-suite level and everything kind of scales down from the…”
Mar 6, 2025 negative
De Milliano: Globally plug-and-play executives do not exist without value alignment
“The other thing that came out in all of these, like, conversations with folks is, like, if your values aren't aligned, there's, like, literally no way it's going to work. I think it's just actually pretty hard for there to be, like, globally relevant execs. Li…”
Mar 6, 2025 positive
Mar 6, 2025 negative
De Milliano: Interview tools fail to track candidate ratings against eventual performance
“I think the thing that's like, it's weird to me that no interview tool has done this, but like really like you should be able to measure or like track like interview feedback to like how a person actually ends up doing at the company and their talent cycle. I …”
Mar 6, 2025 negative
Mar 6, 2025
De Milliano: Executive hires are like arranged marriages, not love marriages
“The way I've described leadership hires at companies, it's like, it's kind of like an arranged marriage. You both really have to choose to want to, like, make it work. It's not like a love marriage where, like, you know, which is like what I think happens with…”
Mar 6, 2025
Mar 6, 2025 negative
De Milliano: Bad executive hires drive star employee attrition by destroying trust
“Reason number one why it's bad, but like reason number two why it's bad is because everyone looks at that bad hire or that bad fit, basically. Again, like, I don't think they're generally bad people, but like that person who isn't a good fit, and they look at …”