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31 Jul, 21 tweets, 6 min read
July 2021 content recap:

Job change decisions
Evaluating a company
Calendar & todo list
Placebo productivity
Firefighting
3 key cognitive biases
Writing culture
Megacorps
Hard in practice
Product leaders & mistakes
Technique & mindset
Underrated job search tip
and more...

👇🏾
A thread with 8 ideas I’ve found useful over the years, from my own experience and from speaking with 100s of talented & ambitious tech people about making better job change decisions
A thread on evaluating the caliber of people at a company as a job candidate
The calendar and the to-do list
Placebo Productivity
Constant firefighting
Before getting a doctorate on a hundred cognitive biases, it is useful if leaders pay a lot of attention to these 3 cognitive biases
Writing culture
Don’t drink the megacorp kool-aid if some day you want to build your career outside megacorps (e.g. in startups)
Things that are hard in practice
This is getting rampant
Technique & mindset
Consider trying this next time you are job hunting
If you are a product manager or a product leader, this interview with @johncutlefish might be relevant for you & your team
More focused job descriptions with the MSN list
Clear thinking & the Proxy Delusion
Does your company have a subtle culture problem?
Shipped on-schedule vs. Shipped quickly
Important to understand this
If you've reviewed most of this content, would you kindly take a survey? (just 1 required question & 2 optional)

It would help me immensely to get your feedback.

Head over to SurveyMonkey for a super-quick survey:
surveymonkey.com/r/FX7LX9X

(takes <2 min)

Thank you very much
🙏🏾
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More from @shreyas

Shreyas Doshi Profile picture
27 Jul
A tragedy with most megacorps is that they program their talented & ambitious product people to conflate what it takes to get promoted with what it takes to create actual customer value. Image
What can megacorps do about this?

I am not an expert and I don't know if anything significant can be done. Megacorps are incredibly complex entities and I doubt that any simple/obvious/seductive advice such as "do X, don't do Y" is practicable enough to effect meaningful change.
However, I do think that there's a concrete lesson for talented & ambitious people working at megacorps.

If you want to eventually build your career outside of megacorps, you need to avoid drinking the megacorp kool-aid.

This is not easy, but quite do-able with self-awareness.
Read 7 tweets
Shreyas Doshi Profile picture
12 Jul
The MSN list is a simple & powerful format for hiring managers to create clarity on what they are looking for when hiring for a given role

It cuts through the noise of typical JDs & forces you to focus on what really matters for *this* role.

The MSN list, explained in 6 tweets:
Here’s the format of the MSN list

Must
• ...
• ...
• ...

Should
• ...
• ...
• ...

Nice
• ...
• ...
• ...

(told ya, simple!)

The rules are also simple

-Max 3 bullets each for M/S/N

-Each bullet is an atomic attribute

-You can evaluate each in the hiring process
A real-ish example for a specific senior PM role 👇🏾
Read 7 tweets
Shreyas Doshi Profile picture
8 Jul
Clear product thinking is essentially about telling the proxy for a thing apart from the thing itself.

Remind yourself & your team this:
The proxy is just a proxy. It is not the thing itself, it is not the end goal

By all means *measure* the proxy, but don’t *manage* the proxy.
Here are some examples:
[proxy] – [the thing]

Metrics – Mission
On-time launch – Team execution
MAUs – User appeal
DAU:MAU – User value
NPS – Customer satisfaction
MoM Growth – Sustainable traction
Exec feedback – Quality of insight
Q3 execution – Q3 results
Launches – Impact
What gets measured gets managed, and therein lies the problem.
Read 6 tweets
Shreyas Doshi Profile picture
7 Jul
Your company might have a subtle culture problem when:
1/
The CEO regularly spends more time at all-hands criticizing competitors than on your company’s mission, customers, strategy, and goals
2/
OKRs & targets are viewed as a valid reason not to do something that is otherwise agreed as clearly the right thing to do for customers and for the company
Read 10 tweets
Shreyas Doshi Profile picture
6 Jul
🗓️Recap of June 2021 content (top 10)

Impact vs. Recognition
Incentives
ROI vs. Opportunity Cost mindset
Product Sense teardown
Context
Radical Delegation
Amateur / Pro product leaders
Recommendations
Scaling, for Visionary founders
Courage

Thread👇🏾
1/
 Things that make an impact vs. things that get you recognized
2/
 Incentives speak more truth than plans
Read 16 tweets
Shreyas Doshi Profile picture
3 Jul
How can you evaluate the caliber of people at a company before joining it?

Here are 10 tips:
1/
Quality of their interview questions. Pay particular attention to their follow up questions. The quality of an interviewer’s follow up questions is a good indicator of rigorous thinking. Did they just ask obvious follow up Qs or insightful ones? Did they make you think?
2/
Overall rigor of the hiring process. If they aren’t rigorous when hiring you, if the process to get an offer seems “too easy”, they will do the same for future hires, leading to a progressive lowering of the talent bar. A very onerous hiring process isn't a good sign either.
Read 16 tweets

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