A thread of archetypes
-The One-hit Wonder
-The Tailwind Catcher
-The Hand-in-Glove Fit
-The Smooth Operator
-The Me-First Optimizer
-The Interview Genius
-The Pedigreed Royal
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After months (or years) of searching for & courting The One, the deal is closed.
As a CEO or executive, you’re feeling excited, hopeful, & if you’re being honest, a little proud of yourself.
It might even be a PR event, with the obligatory Techcrunch or Recode interview.
And yet too many of these don’t work out.
An archetype survey:
Has had one spectacular success that made them famous (Valley-famous, not NYTimes-famous) or rich. Everything else has been meh.
Detecting:
Probe deeply into "past successes". Ask why they think X, Y, Z were successes (often spun that way but are really not).
Has had many successes but they’re due to “right place right time” factors not skill e.g. aligning with growing verticals/companies.
Detecting:
Mainly evaluating role-specific skills (future), less of “tell me about a time when X, Y, Z..” questions (past).
Seems perfect because they spike on 1 or 2 skills that your org uniquely values. But otherwise they have glaring role-specific gaps.
Detecting:
Catch yourself “falling in love” (hard, I know), don’t over-weigh the advice to “hire for crests not troughs”.
Is very impressive mainly due to charisma, has been successful in many places (since charisma works like a charm), comes across as "very executive-y”.
Detecting:
Test for core “technical” skills required for the job, look for signs of over-confidence.
Actually very competent, capable of doing a spectacular job, just one glaring flaw: extremely self-centered, will sacrifice team, company, etc. for self.
Detecting:
Gives self too much credit when talking about past successes, backchannel references.
Knows all the theory of the job, interviews like a boss (top 5%). Has very few past successes. Often suffers from inability to take action.
Detecting:
In-person job-relevant exercises (don’t do take-home). Unlike The Smooth Operator, references will be meh.
This is W2 Royalty. Superb background: Ivy League, White House, Volunteer Work, Big 5, etc. Can be quite competent, just will miss the high expectations
Detecting:
Might not be a bad hire, just keep expectations in check, don’t fill up your C-suite with them
I don’t think I’ve shared anything revolutionarily new here.
But it’s my hope that these archetypes & this lexicon can be a bit helpful in avoiding what can be very costly hiring mistakes.
Feedback, questions welcome (reply below / DM).
All the best!
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