Hiring Advice
sari and
Hiring Advice
Hiring a COO isn’t easy at the early-stage and is wrought with more danger than potential success. Make sure you take the time to understand if you are ready for this hire. When it is done right, the impact on you and the company is tremendous.
Have become a huge fan of @mattmochary 's idea of checking your energy level before and after chatting with someone, when deciding whether to work with them.
It seems a bit silly when you first hear about it, but over time it's become my #1 most important hiring heuristic.
Flo Crivellotwitter.comgreat heuristic for hiring
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 Nagpaltwitter.com
regardless of what you think of this (hustle porn or roadmap to get ahead at work), I think more employers should adapt the practice of setting clear, non-negotiable expectations as part of the hiring process.
Continuum | The Talent Marketplace For Exceptional Executives and Companies
joincontinuum.com
here are some posts about online communities that I find very good for one reason or another
(Not a full list, no particular order, mostly from the running list we keep at @capiche. screenshots in this thread are their quotes, not my notes)
Please add to this... See more
austin petersmithtwitter.comWe connect expertly vetted talent with world-class clients.
toptal.com
- How would you describe the candidate to someone who doesn’t know them?
- What is the context in which you know the candidate?
- How many people have you worked with in a similar context? How would you compare the candidate to those other people?
- If this person’s name comes up in your inbox, DMs, or they’re calling you, what do you feel? What do you expect
Yancey Strickler • Notes on hiring
reference checks are a great idea when hiring and this is a great set of questions.