Ideals

• Hire in a way that builds relationships with candidates, even when the decision is not to hire someone.
• Choose a person with a growth mindset, a great attitude, and strong aptitude for the work, over a person who is highly skilled but is only in it for the money or often treats others badly.
• “Fit” is 40% technical skills and 60% culture.
• Consider how the candidate will represent your team, as well as build and spend political capital.
• Don’t look for strengths as a primary justification to hire someone; instead look for big reasons why they won’t be a good fit.
• Either make a great partner out of Human Resources or minimize their involvement.