CEOs won't be recruiting from Harvard or Yale in 5 years. They'll...
Codie Sanchez@Codie_Sanchez
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Jan 11, 2024
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CEOs won't be recruiting from Harvard or Yale in 5 years.
They'll be recruiting from Twitter & ProductHunt.
7 other hiring truths you need to hear:
They'll be recruiting from Twitter & ProductHunt.
7 other hiring truths you need to hear:
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How to Identify a Good Boss:
Relentless in hiring. Relaxed in oversight.
They set you up to win – and then they leave you alone.
Micromanagement = poor leadership.
Relentless in hiring. Relaxed in oversight.
They set you up to win – and then they leave you alone.
Micromanagement = poor leadership.
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The Spillover Effect
If you sit within 25ft of a high performer, your performance increases by 15%.
But a toxic worker has an even more intense negative effect.
Lesson? Surround yourself with the best. Poor performers are wildly expensive.
If you sit within 25ft of a high performer, your performance increases by 15%.
But a toxic worker has an even more intense negative effect.
Lesson? Surround yourself with the best. Poor performers are wildly expensive.
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Social Screening
Our companies review the socials of all full-time employees.
If you see trolling, victim mentality, and negativity online, it will ALWAYS creep its way into the office.
Our companies review the socials of all full-time employees.
If you see trolling, victim mentality, and negativity online, it will ALWAYS creep its way into the office.
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Intentional Hierarchy
“If each of us hires people smaller than we are, we shall become a company of dwarfs. But, if each of us hires people bigger than we are, we shall become a company of giants.”
– Warren Buffett
The hack: hire people smarter than you.
“If each of us hires people smaller than we are, we shall become a company of dwarfs. But, if each of us hires people bigger than we are, we shall become a company of giants.”
– Warren Buffett
The hack: hire people smarter than you.
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Tactics > Optics
Red flags:
• Someone obsesses about their title
• Believes certain work is "beneath" them
• Can't tell you what they actually achieved in their past roles
Red flags:
• Someone obsesses about their title
• Believes certain work is "beneath" them
• Can't tell you what they actually achieved in their past roles
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Smart People Know Smart People
Hiring criteria in our company:
• Tier 1: I or the CEO knows them
• Tier 2: A current employee knows them
• Tier 3: No one knows them
We weight tier 1 & 2 HEAVILY.
Hire more people who can recommend good people.
Hiring criteria in our company:
• Tier 1: I or the CEO knows them
• Tier 2: A current employee knows them
• Tier 3: No one knows them
We weight tier 1 & 2 HEAVILY.
Hire more people who can recommend good people.
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Generalist to Specialist Cycle
Every growing biz faces this:
1. The founder does everything
2. Hire generalists to do everything
3. Hire specialists to replace generalists
4. Specialists do everything
Different skillsets thrive in different eras.
Every growing biz faces this:
1. The founder does everything
2. Hire generalists to do everything
3. Hire specialists to replace generalists
4. Specialists do everything
Different skillsets thrive in different eras.
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These are some of the general lessons I've learned after 100s of hires.
Want the full breakdown of my hiring method?
You can get it here (+ my Hiring Matrix template):
info.contrarianthinking.co/hiring-matrix?…
Want the full breakdown of my hiring method?
You can get it here (+ my Hiring Matrix template):
info.contrarianthinking.co/hiring-matrix?…
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Hope you find this helpful.
Feel free to share so others can find it, and follow me @Codie_Sanchez:
Feel free to share so others can find it, and follow me @Codie_Sanchez:
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