Hiring Advice

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The two required questions in our interview rubric for all @runwayco roles

good reminder to keep the bar really high.

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

Modern Wisdom: #482 - Tyler Cowen - The Secret To Finding Great Talent

modernwisdom.libsyn.com

sari

Hire Runner

hirerunner.co

Kat Fergerson

Product Manager Resume Guide by an Ex-Facebook PM

Will Lawrence productlife.to

Tom So

@mckaywrigley I have a bunch of questions I ask. What would you build for yourself? What did previous companies you've worked for need? What are you an expert in? What have you noticed recently that seemed broken? If you were going to build something just for fun, what would it be?

Paul Graham x.com

sari

Openness. You are not hiring a finished product, and therefore want to ensure the person is open to improvement and new ideas.

What to look for:
1. Coachability: This trait has two aspects: responding well to feedback, and being self-aware enough to assess their own performance.
2. Disagree and commit: Can they get out of their own ego and move

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

Brandy Cerne

From Product Manager to Product Leader

Substack blog.mindthebeet.com

Tom So

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Bill Gates on Microsoft's "hard-core detractors" December 4, 1993

Internal Tech Emails

twitter.com

Jordan Bester