Hiring Advice

sari and

What to look for when you’re hiring a Head of Growth at andrewchen

Andrew Chen andrewchen.com

Sam Blumenthal

Hire Slow, Fire Fast

Greg McKeown hbr.org

Johanna

The biggest difference in how I’m hiring the second time around: Indexing heavily on people who really, really want to work at a high growth startup If a candidate is deciding between us and a comfortable job at a big tech company, it’s already not a fit

Ankur Nagpal twitter.com

sari

slope_vs_starting.md

Professor John Ousterhout gist.github.com

Keely Adler

The Great CEO Within: The Tactical Guide to Company Building

Matt Mochary amazon.com

sari

Determine if they have a chip on their shoulder . Do they have something to prove? Where’s the hole they’re looking to fill? Ideally, you’d get someone with obvious talent/drive that is misunderstood by the world. Those types of people will run through walls to reconcile their internal view of themselves with external perception.

What you’re

Tara Seshan • How to Hire Low Experience, High Potential People

Brandy Cerne

The Three-Hour Brand Sprint

Medium library.gv.com

Jordan Bester

Using the collaborate before you commit approach empowers both the candidate and the person hiring, because they both have the agency to decide whether the situation feels right to them. Was there chemistry? Was there magic? Was it more awkward than you might have liked?

Yancey Strickler • Notes on hiring

sari

Continuum | The Talent Marketplace For Exceptional Executives and Companies

joincontinuum.com

Sam Blumenthal