Just because I wouldn't want 10 quarterbacks on my team doesn't mean I wouldn't want one.
"Before you make an offer to someone, think about whether you’d like to have 10 times as many people like them in your company.” - great advice from @patrickc. more here:https://medium.com/@collinmathilde/9-most-useful-piece-of-advice-ive-received-15ebb7a47008 …
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I think they mean attitude and culture and soft skills more than hard skills and roles, dont think anyone's saying they need 10 of a particular job title.
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I knew what they meant :) Quarterbacks tend to have a certain personality too, which IS necessary to have one of, but not 10. My point was to illustrate the pitfalls of being formulaic about hiring; ESPECIALLY since this one would lead to homogeneity.
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TBH I'm English so this is as far as my "football" knowledge goes! But I get your point about homogeneity
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Great way to optimize for a company of 10x of our personal bias.
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Steve Jobs was fired from Apple because they didn’t want the likes of him in the company. He changed the world upon his rehire, while creating products that created millions of jobs, massive shareholder wealth (and tons of planet warming CO2)…
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Seems to advocate for a hiring process that produces a Gaussian distribution of normies. Is that good advice?
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No this is terrible advice that wasn't thoroughly thought out and if followed through with would likely result in a stagnating company with employee's that hate each other because they all need the same things and will clash trying to get those things
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#2 is a big part of why we have the hiring diversity problems we have today.
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Can you elaborate? Is it because people dont follow the advice or because they follow it?
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The first people you hire are indeed the most critical to how your team grows, but if your aim is to get copies of employee #1 over and over, you are part of the problem.
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Hmmm, I’ve worked where #3 was they hired the a*hole and that resulted in highly talented, respected and driven individuals leaving - creating 10 holes. Classic managing upwards for the interview.
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I got similar advice years ago. We call it the airport situation. "If you are in a business trip with someone of the team, airport is closed and you get stuck for hours with that person, how good/bad the situation would be?". If you can't stand it, don't hire.
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This advice explains why companies complain about a shortage of technical talent but don't want to hire and train juniors ends. Good advice, but deff a double edged sword.
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I read the original tweet from a culture fit perspective.
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Didn't think about it from specifically that end. From that perspective, I fully agree with the tweet.
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It's something that has become very important to us as we grow our headcount. It's easy to have a close knit community of like-minded individuals in the early days. It's important to be mindful of how that culture could get diluted as the team grows.
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You don't want to wake up one morning and not recognize your own company anymore.
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This is gooood content
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