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THREAD: Here are 3 common hiring mistakes I've seen when building an early-stage startup.
When hiring early execs, you must ensure they are willing to get in the weeds.
While their title may be CMO, they will have to perform the job of a junior marketer
Too many execs think they're too good to get in the weeds.
Make sure you don't hire someone with that mindset
While their title may be CMO, they will have to perform the job of a junior marketer
Too many execs think they're too good to get in the weeds.
Make sure you don't hire someone with that mindset
At launch, you want generalists who can wear many hats.
As you scale, you want specialists who are best in class.
Founders are often too slow to transition from the early generalists to industry-leading specialists
This transition is painful but necessary for future success
As you scale, you want specialists who are best in class.
Founders are often too slow to transition from the early generalists to industry-leading specialists
This transition is painful but necessary for future success
Never mislead someone on problems they will face if hired
It's better to tell them all the reasons they will not like working at your company
You want them to understand what it's really like - the good and the bad
You may lose candidates, but you'll build a stronger team
It's better to tell them all the reasons they will not like working at your company
You want them to understand what it's really like - the good and the bad
You may lose candidates, but you'll build a stronger team
Have a hiring process.
Hiring without a process leads to disaster.
You don't know what you're looking for, and how to get where you need to go.
Spend the time to build out and communicate your hiring process to your team.
Hiring without a process leads to disaster.
You don't know what you're looking for, and how to get where you need to go.
Spend the time to build out and communicate your hiring process to your team.
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