Talent strategy is broken. Most CEOs think they just need a better talent strategy. Few know what it really means. The truth is 80% of startups have no talent strategy at all. What is talent strategy? ➡️ 🧵

So fascinating to watch this team make this kind of progress in a matter of weeks. It's always cool when new products are announced. Even better to get to witness how they come to life. The team that built this @getalembic is growing. https://t.co/L5cm5BxV1T

I often joke that CEOs are just glorified recruiters — what I fail to mention is that finding hidden gems and watching them grow and kill it on the job is by far one of the most gratifying parts of the founder’s journey

The more hiring a startup does before reaching product-market fit, the less likely it is to ever reach it.

I develop an instant respect for those who put genuine effort into doing the assignment for any hiring process.

Pro tip when you are doing assignments during any hiring processes — ASK QUESTIONS! Most candidates I see just blindly take the brief and turn around crappy work. Legends ask questions to fill in the context gap and deliver great work.

The medium is the message.

I think I’ve done 2,000 interviews. I've seen things. AMA

The shift in 1:1s with I replaced "How's everything going?" with "What's one thing that could be better?" is bonkers. This is the difference between being open to feedback and seeking feedback.

Your interview process is a stupid secret to keep. This isn't a top-secret obstacle course, it's for a job and you want to hire people. Tell them what to expect.

Hiring hack I learned from @twitter: Fact - People tend to excel *only* in areas that interest them. Hack - Don't share a detailed job description. Instead ask candidates to write their own. What they actually want to do (vs. what YOU want them to do) will clearly surface.

hiring is like investing —> look for mispriced assets most people doing great things are doing them for the first time, so assuming you can filter high potential people from everyone else, you rarely go wrong giving someone high potential a chance asymmetric info = arbitrage

Not just good for the execs. Prevents wasted energy and burnout for top talent who deserve to work exclusively on engaging projects.

When I interview people I say, “I’m here to help you do your best. I’m not going to ask you trick questions or play games”. I say this because people do manipulative things like this, and I want it to be clear that neither I nor the org I represent support this kind of behaviour.

Here's some advice for all those companies who say they can't find workers... Tell them what they'll get instead of only what you need. And if you can't offer anything besides a paycheck, well that might be the problem right there.

Companies- Why can’t we find anyone to hire? Their interview process-

It's 2021 and the world still functions like we all work for Ford Motors in 1914

Once upon a time, I gave my resignation notice to my boss. During my transition, we actually had some productive feedback conversations, and he remarked, "This is great stuff, how come we didn't do this all the time?" Well, there were two reasons...

Have been waiting for this viewpoint to start gaining traction. Excellent article https://t.co/KBUwglL8qd

This is me. Escaping to a generalist-friendly platform. Never having to read another post like this. You know the ones. The one-line broetry you find on LinkedIn.

Elite liberal arts colleges teach you how to think independently about everything — except your career.