Hiring Advice

• 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

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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.

1. What you’re

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Find out their wins above replacement. Through the stories they tell, look to see if the end result of the thing they did would have been significantly worse without their involvement. Try to separate their actions from those of their team or the circumstance. This quality should both highlight their talents and their sense of agency and

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How the Greatest Entrepreneurs Hire (h/t David Senra)

• Steve Jobs stated that each new hire became a percentage of the company, so why wouldn’t you take the time to find all A-players?

• David Ogilvy, as an already established businessman, would see advertisements that he liked and then cold call the person who made the ad — this is how he sourced his

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Elon Musk on remote work May 31, 2022 https://t.co/gTw1Bdh18h

dreamers addicted to reality instead of realists addicted to dreams. -Neri Oxman on what she looks for when hiring