executive hiring

“Your entire team disappears overnight. What's the skill set you hang your hat on? Because I think it tells you as a hiring manager or as like a cross-functional person interviewing, what is their killer skill set? And it also tells you, especially as a hiring …”

“But if you can find somebody who has all the executive skill sets, who is willing to join your company and able to roll their sleeves up and do the job, that is a game changing hiring.”

“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.”

“I don't think any important decisions like this can be made by committee. Like they should, I mean, they should use input from all the folks who, you know, were part of the interview process, but ultimately the founder has to decide or the hiring manager.”

“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.”

“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.”

“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.”

“And then at the end, a couple of them will have seemed interesting and like they'll have to make some sort of agonizing decision and like still 50% of the time they fail in their decision after a year or 18 months.”