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13 results for “talent management”
...know, talent could be anywhere. It could be in your organization. It could be out of your organization. It could be in your country. It could be out of your country. You know? I just look at this, and I think, wow. All of a sudden, the equation's cha
39:46 / 41:01
from transcript39:46 – 41:01
...whole talent management and l and d, these were all new terms. There were new things that were being kind of bolted onto, like, a pretty legacy old style core HR system. And then, you know, we've just had this explosion of tech since then, which has
8:39 / 10:04
from transcript8:39 – 10:04
...to your own environment and expect it to thrive. Before we go on, it's worth defining what it means to thrive in your work. A big part of that is letting people bring their full selves to what they do. A founder by default brings their entire self to
5:16 / 6:17
from transcript5:16 – 6:17
...talented inside of one of your businesses? I've come to look at it like keeping a pretty broad funnel and hiring a lot of people. And then over the first year, you really get to know them, and you can figure out what you wanna do. Do you wanna keep t
7:25 / 8:44
from transcript7:25 – 8:44
veteran on average. On average. Yeah. Yeah. You don't need a big selection mechanism. You just kinda know who these people might be. Like, it's a small pool, and they're not applying to it. They're not gonna apply. Yeah. And that's why, like, setting
45:38 / 46:55
from transcript45:38 – 46:55
...talent to begin with. So really talented people are highly uneven.
17:07 / 18:18
from transcript17:07 – 18:18
...some talent consulting companies, think big recruiting firms, where they've brought me in to advise on the comp committees so that they can get more creative with their structure so they don't lose talent. Because nobody wins when you hire a top perf
12:00 / 13:01
from transcript12:00 – 13:01
...aware of all the talent out there or what they need. You know, you need a good partner, whether it's a cofounder, whether it's a recruiter, whether it's your VC. You need someone to bounce these ideas off that can help you think through creative ways
15:41 / 16:47
from transcript15:41 – 16:47
...lets talent thrive. Let people push their own creative boundaries, and they'll do the same for your business and for you. You gotta have incredible talent at every position. It's like this huge push. There are fires burning when you're going home. Ca
3:46 / 4:45
from transcript3:46 – 4:45
...teams, not just talent. You can have 50 top performers, the best 50 people out there, But if they can't collaborate and they can't work together, you're going to get bottlenecked and stuck. So the most simplistic way to think about hiring teams is to
5:54 / 7:03
from transcript5:54 – 7:03
a bet through other people. I feel like that's a distinct skill set. And so retired hedge fund managers who were pretty high EQ are probably a pretty good pool. If you could make it feel like it's their money. Either lend them money or they put half
44:59 / 46:02
from transcript44:59 – 46:02
...bankers of talent from the perspective of, like to your point, you're kinda like you you're evaluating your clients and helping and then convincing people, right, allocators of of time and ability
38:06 / 39:16
from transcript38:06 – 39:16
...talent, and you can typically look at the companies and the quality of people as you interview and meet the people at the company. You can assess, does this does this company have a high talent bar or not? And the best people, unfortunately, for new
9:00 / 10:07
from transcript9:00 – 10:07
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