Most of my blogposts take a minute to write, but I’ve had the longest most-intense week.
Had to solve for something at work and it’s drained me but I’m determined today so here goes….
My model for hiring is to bring on bar raisers. People who are significantly better than myself with excellent executional standards.
What this means is that with each interview session, I’m looking for the highest bar raiser. And that in essence, interviews are a competition between people who have no idea they exist. At least now, in our remote world.
If everyone approaches interviews with that mindset – where you aren’t just trying to convince someone you know your thing, but also showing that you’re the best they can find, they’ll do better.
Yesterday, while interviewing for a role, I spoke to someone who I thought was good for the role. Then I spoke to someone after who I realised was way better. This meant that in addition to other factors that’ll come up in the entire process, the second candidate now leads this invisible competition. Not because the previous candidate wasn’t great for the role, but because teams want bar raisers. Teams want the best, and if I can get the best why would I go for any less?
Here’s to us being bar raisers in whatever we do.
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