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14 results for “executive recruiting”
Topic2 mentions across episodes
recruiting
...is part of the product. I mean, I think this is a every every company has done it differently that I've seen. How do you do it at Grandma? Yeah. I mean, I think the the there's a couple choices you make in that that are that that end up being very im
5:11 / 6:26
from transcript5:11 – 6:26
...process look like if you own and operate it yourself? Oh, gosh. I mean, it's pricing is part of the product. Recruiting is part of the product. I mean, I think this is a every every company has done it differently that I've seen. How do you do it at
5:15 / 6:26
from transcript5:15 – 6:26
...recruiting is the one that is most underdeveloped and the one where we can make the the biggest impact. You know, we just helped our company, Beacon AI, hire someone. We were in the interview process, and, you know, I think the CEO believes that, you
29:58 / 31:00
from transcript29:58 – 31:00
...recruiting in a way that, like, we would never do. Like, they, you know, put feet on the ground at every college. Like, there's no way we're gonna hire, you know, two people from colleges every year. Like, there's no way we would sit at every college
4:31 / 5:31
from transcript4:31 – 5:31
...early stage executive team that founders can basically omakase into. Yep. And when they need when they have a pressure point on their business that they need solved, whether it's across hiring, talent, advice, recruiting, somebody to shoulder to cry
49:17 / 50:31
from transcript49:17 – 50:31
...of executives, you know, don't work out within, like, you know, twelve to twenty four months. Checks out. Yeah. Why is that? I think it's just it's difficult to, judge, the the interview process is not representative of the work they're doing. And th
29:47 / 31:08
from transcript29:47 – 31:08
...recruiting, they're able to win the best candidates out there? So it's one thing to be patient and spend the time to identify them. You also have to hold out an attractive proposition to those very talented people who presumably have other opportunit
24:27 / 25:47
from transcript24:27 – 25:47
If you're the face of the business, if you're trying to lead, you know, founder led sales, if you're doing all of that stuff, like, you you need to be mindful about your reports and reporting line, especially if you're hiring someone that's senior to
38:06 / 39:16
from transcript38:06 – 39:16
you do have to basically throw out a lot. Like, roll the red carpet, basically. Like, whether it's equity, give them 1% of the company or 2%, whatever it is. And, of course, use referrals to kinda get them chatting. And that's kind of what happened w
36:00 / 37:03
from transcript36:00 – 37:03
...recruiting, they're able to win the best candidates out there? So it's one thing to be patient and spend the time to identify them. You also have to hold out an attractive proposition to those very talented people who presumably have other opportunit
23:57 / 25:16
from transcript23:57 – 25:16
But, again, I I I think there's a space a place for it and a a space for the recruiters that wanna work that way. Yeah. What advice would you have for a founder on how to pick a good recruiter? Well, that's a good question. Experience is definitely i
20:58 / 22:04
from transcript20:58 – 22:04
...recruiting. And what we do to help is that on important key hires on the early team, we always talk to we always offer to talk to the candidate. And that normally helps close key hires, because we can get them fired up about the vision, and they get
29:09 / 30:19
from transcript29:09 – 30:19
...recruiting team and, you know, he will give us an hour every week just with the recruiting function. He wants to hear what's working, what's not. And when you're recruiting for that type of founder or leader, like, yeah, I mean, it's you you recruiti
17:13 / 18:15
from transcript17:13 – 18:15
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