Fit

Here’s a quick outline of some of the things I’ve encountered: 1. Hiring T-shaped people versus specialists2. Try to get doers3. More candidate flow solves a lot of problems4. Interview for the actual work you’ll be doing, not skillset trivia5. Raw intelligence is just one factor – don’t overestimate it.

This is a crucial point: by worrying first and foremost about figuring out what people will pay for, too many people on the path toward good work short-circuit their own interests, curiosity, and energy. Instead of searching for skill-market fit, you should start with person-interest fit. What are the activities you absolutely must do? What do you

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Conventional hiring processes are designed to recruit the most skilled people to fill a specific role at the right price. The experience can feel dehumanizing — it’s laden with unwritten rules, negotiation, posturing, and indirect communication (if you’re lucky) through recruiters.

The process, at its core, is a transaction of resources. It’s not fi... See more