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17 results for “team selection”
...up manager selection with a little bit of discussion just now about neighborhoods, the managers ultimately roll up into some portfolio construct. This is the old endowment model you hear about TPA. I'm curious how you've thought about how much that t
54:43 / 55:48
from transcript54:43 – 55:48
...the team as well. And what what does that look like from a funnel perspective if you've got 10 candidates coming to your panel of seven interviewers? How many would drop out? So the final challenge is typically fifty fifty. So 50% actually get an off
14:11 / 15:16
from transcript14:11 – 15:16
...selection, then it's labor. The strategies that do demand that have bigger teams, and the strategies that don't don't. When you're cross fertilizing into a product that allows you to be flexible, how do you think about both the decision making and th
42:42 / 43:45
from transcript42:42 – 43:45
...particular team. On that one card, maybe several dozen plays, but thousands of hours of who that coach is, the coaching staff is, the teams are, all the history and who they're playing against and all that. So this game plan has three to four critica
19:35 / 20:56
from transcript19:35 – 20:56
...team specifically and what meetings you have that lead from initial research on an opportunity to a decision? The way our privates team works is that we have two meetings a week. There, the flow is so significant. Looking at fund of sponsors, search
45:42 / 46:46
from transcript45:42 – 46:46
where if there are multiple people participating in the executive coaching program, they will actually go through their goals, not to look at each other's goals and say, oh, Ted, that's a really good goal, or that's not a good goal. It's more we iden
33:02 / 34:09
from transcript33:02 – 34:09
...with the management team of the companies. You mentioned assessment tools that you're known for. What are some of those tools? Sure. We have some which are aptitude, personality profile, and those elements give us a sense as to is that individual in
19:58 / 21:32
from transcript19:58 – 21:32
...others in the team as well. And what what does that look like from a funnel perspective if you've got 10 candidates coming to your panel of seven interviewers? How many would drop out?
13:26 / 14:59
from transcript13:26 – 14:59
...team and you're getting the best of the insights that everybody has and not just that one person marching orders say, yeah, they want that manager because they know the most and that's the manager should make in the portfolio? It's such a great balan
44:14 / 45:16
from transcript44:14 – 45:16
...There's responsible investment team. There is a team called external investments and partnerships, and that's our external manager team in large part. There is a direct investment team, and there's an asset allocation team. So we've got what we tend
43:23 / 44:39
from transcript43:23 – 44:39
...for the teams that we have. And Roberto's job as the allocator to running our multi strat hedge fund products is manager selection and allocation, risk oversight of those funds on a daily basis, and then working with me for me to understand what are
14:13 / 15:32
from transcript14:13 – 15:32
Where my views tend to be more out of consensus with smart industry peers. I probably cover 25 or 30 that I talk to on a regular basis and say, when there's a big source of difference, I tend to weight the quality of the game the manager's playing mo
53:51 / 55:00
from transcript53:51 – 55:00
And so it's very transparent about character and behavior, skill, impact, essentiality of the role, those all go into our promotion processes. And over time, we have tried to define what success looks like. So one of the other things we like to do is
18:45 / 19:49
from transcript18:45 – 19:49
...and then there can be a lot of movement amongst teams as well over time. So let's break down that unit of the team. You talked about your experience early on, some of that initial training. That mid layer lateral hires, how do you go about that inter
9:01 / 10:07
from transcript9:01 – 10:07
...for the teams that we have. And Roberto's job as the allocator to running our multi strat hedge fund products is manager selection and allocation, risk oversight of those funds on a daily basis, and then working with me for me to understand what are
14:49 / 16:07
from transcript14:49 – 16:07
you're sometimes so desperate to fill certain roles and you're under pressure and you have so many biases, especially as a founder, that you're fighting against that you find yourself optimizing just to say yes when you shouldn't. And so building, li
18:45 / 19:46
from transcript18:45 – 19:46
...teams at the draft who just have you take a psychological test. You get to interview a set of kids, and they might just have you take a test. Other teams, it's all about the interview. Some people, I don't know if they have them see psychologists. I
2:42:44 / 2:43:49
from transcript2:42:44 – 2:43:49
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