Building a Winning Team

Resumes are seductive. Years of experience, fancy titles, and gleaming certifications can paint a picture of competence and immediate impact. But in the fast-paced, ever-evolving world we live in, experience can be a double-edged sword. It can lead to rigidity, a reliance on "what's worked before," and a reluctance to embrace the unorthodox.

I remember being a young director living the startup dream. Resumes piled high, but I craved more than qualifications. Instead of chasing experience, I sought Passion, Perseverance, and Potential – that was the secret sauce. Forget the paper chase, I wanted hearts on fire, grit in their veins, and the hunger to rewrite the rules.

I was seeking the fire in their eyes. The spark. The passion. That infectious enthusiasm that fuels late nights, that drives relentless pursuit of goals, and ignites the team with a shared vision. I needed the fire that would keep the engine running when the road gets rough. I needed the fuel for innovation when the path was unclear.

Then I needed the grit in their veins. The Perseverance. The muscle that turns passion into reality. The ability to weather setbacks, learn from failures, and pick themselves up when the world throws punches. Challenges are inevitable. I needed people who would thrive in the face of adversity, who don't crumble under pressure, and who see every obstacle as a stepping stone for growth.

Lastly, I needed the hunger to rewrite the rules. Potential was my wild card. I needed raw talent, untapped creativity, and people that believed in limitless possibilities waiting to be unleashed. I needed hungry minds who question the status quo, challenge assumptions, and dare to dream beyond the confines of the usual. These were the ones who broke the mold, rewrote the rules, and built something truly groundbreaking.

By prioritizing passion, perseverance, and potential over pure qualifications, I was not just building a team, but building a future. A future fueled by the audacity to dream big, the resilience to overcome any obstacle, and the potential to rewrite the rules of the game.

Finding the Secret Sauce
So, how do you find these hidden gems? Look beyond the resume. Go for the sparkle in their eyes during the interview, the genuine excitement in their voice when they talk about your vision. Ask questions that reveal their drive, their resilience, and their hunger to learn. Create challenges that test their problem-solving skills and their ability to defy the status quo.

Finding those hidden gems with passion, perseverance, and potential requires going beyond the usual candidate pools and tapping into different corners. Here are some unconventional, yet fruitful, ways to unearth these diamonds in the rough:

1. Look beyond the beaten path:

• University hackathons and startup competitions: Seek out young talent showcasing their creativity and problem-solving skills in real-world environments.
• Online communities and forums: Participate in discussions relevant to your industry and identify individuals who actively contribute insightful ideas and solutions.
• Freelance platforms: Check for skilled individuals with freelance experience who exhibit dedication and initiative in their work portfolios.
• Workshops and meetups: Attend events focused on your industry or personal development and connect with individuals displaying genuine enthusiasm and a thirst for learning.

2. Leverage personal networks:

• Reach out to professors, mentors, and advisors: They can recommend promising students or recent graduates with outstanding potential.
• Tap into your past colleagues and network: Ask for referrals from individuals who know your company culture and values.
• Engage with startup incubators and accelerators: Connect with talent supported by these organizations who are actively seeking entrepreneurial opportunities.

Unlocking hidden talent: Taking calculated risks when hiring
While playing it safe in the talent pool might seem prudent, it can often lead to missed opportunities. Sticking to the traditional resume-and-experience checklist can blind you to exceptional individuals who don't tick all the conventional boxes, but who possess the potential to propel your organization forward. This is where calculated risks come in.

What are calculated risks in hiring?
It's not about throwing caution to the wind and hiring anyone off the street. Calculated risks involve proactive and strategic decision-making. It means looking beyond the surface and considering factors like:

• Motivation and Passion: Are they driven, enthusiastic, and eager to contribute?
• Cultural fit: Will they align with your company culture and values? Does the candidate have the resilience and adaptability to thrive in your organization’s environment?
• Skills and expertise: Does the candidate possess the necessary skills and the ability to learn quickly?
• Potential for growth: Do they have the potential to develop and take on greater responsibilities in the future?

Examples of calculated risks that pay off:

• Passion: Hiring a recent graduate with exceptional potential over a seasoned professional. Their fresh perspective and hunger to learn can bring new ideas and energy to your team.
• Perseverance: Giving a second chance to a candidate who made mistakes in the past but demonstrated significant growth. Their resilience and dedication can be valuable assets to your team.
• Potential: Recruiting someone from a completely different industry who brings a fresh perspective: Their diverse experience can spark creative collisions and lead to innovative solutions.

Time To Grow

Build a Thriving Candidate Pipeline
Building a robust talent pipeline isn't about flinging resumes haphazardly, it's about crafting personalized connections. Optimizing your outreach means ditching the "efficiency of mass messages" mentality and embracing targeted, engaging communication that speaks to individual candidates. Here are some strategies to reel in the best fit:

1. Go Beyond the Resume: Leverage online platforms like LinkedIn, GitHub, or niche communities to identify individuals actively sharing their passions and expertise. Engage with their content, offer insightful comments, and build genuine connections before even mentioning a job.

2. Personalized Touch is Golden: Craft individual messages highlighting how the candidate's specific skills and interests align with your role and company culture. Skip the generic greetings and showcase your research by referencing their projects, achievements, or even shared hobbies.

3. Offer Value Before Asking: Provide relevant resources, industry insights, or even a sneak peek into your company culture before the official application stage. This demonstrates your commitment to attracting and nurturing talent, not just filling a vacancy.

4. Embrace Transparency and Speed: Clearly communicate the next steps in the process, timelines, and decision-making framework. Don't ghost candidates – keep them informed, even if it's to politely let them know they're not a fit.

5. Get Creative with Channels: Consider reaching out through video messages, social media DMs, or online platforms relevant to the candidate's interests. Surprise them with a format that showcases your company's unique culture and resonates with their online presence.

Effective outreach isn't a one-size-fits-all game. Invest time in understanding your ideal candidate, tailoring your message, and showcasing your company's personality. By building genuine connections and offering value, you'll attract top talent who feel seen, valued, and excited about joining your journey.

Creating a diverse candidate Pool
Go beyond the usual recruiting channels and actively cultivate a diverse candidate pool. This intentional approach involves not only seeking out underrepresented groups, but also making their inclusion a central part of your recruiting strategy.

Examples of reaching out to different groups:

• Underrepresented demographics:
  • Partner with organizations focusing on women, minorities, LGBTQ+, veteran, or people with disabilities.
• Attend career fairs and conferences specifically geared towards these groups.
• Utilize professional networks and alumni associations within these communities.
• Non-traditional talent pools:
  • Collaborate with universities and colleges to reach recent graduates from diverse backgrounds.
  • Consider freelancers, independent contractors, or individuals returning to the workforce.
  • Explore talent in adjacent industries with transferable skills and valuable perspectives.

Building a diverse and inclusive workplace is an ongoing process that requires conscious effort and commitment. It's vital to take concrete steps towards creating a talent pool that reflects the richness and diversity of the world around you.

The Interview Process

So, you've heard the horror stories: awkward pauses, robotic questions, the soul-crushing feeling of being treated like a number, not a human. I've been there too. In fact, once, the interview process was so ridiculous, I bailed halfway through. It made me wonder, "If this is the preview, who wants the full movie?"

That's why, being on the other side, I strive for a different kind of interview experience. My mission? To understand your journey, what sparks your passion, and to create a safe space for you to be your authentic self.

I want to hear about your story. "Tell me about yourself," isn't just an icebreaker; it's a portal into your unique path. How did you wind up in product management? What fuels your fire? What keeps you up at night (besides endless to-do lists, of course)?

And because passion is the engine that drives innovation, I want to know why you love to PM. "Fell into it accidentally?" No judgment here! My own journey started the same way, and look where it led. But passion isn't a prerequisite; it's a spark I want to see ignite. Tell me why this world excites you, what problems you yearn to solve, what products you dream of building.

I don't care much for generic scripts, robotic and tricky questions. They don't tell me much. Now, Behavioral questions? Absolutely! They tell me so much more than regurgitated answers from interview prep guides. I want to hear how you tackled past challenges, how you collaborated with others, how you navigated tough decisions. These are the nuggets that reveal your true potential and ability to thrive in the real-world hustle of product management.

I'm not just interviewing candidates; I'm forging a connection. Because ultimately, finding the right fit isn't just about skills and experience, it's about cultural chemistry. Is this your tribe? Do our values align? Would you feel challenged, supported, and inspired here?

So, I ditch the dull routine and have a real conversation. I believe a real interview process allows the candidate to share their story, tells me what ignites their passion, and shows me how our paths converge. Because at the end of the day, the best products are built with a team that clicks and a team that shares a passion for the journey, not just the destination.

Convincing candidates to work for you
As a manager, part of your role involves persuading individuals to join your team. This process offers a valuable opportunity to understand their motivations and what they value most. An effective pitch involves discovering what matters to the person and aligning it with the aspects of the role.

It's about having an honest conversation, where you acknowledge the challenges of the role, but also share your personal reasons for why these challenges didn't deter you. This approach helps build a genuine connection and gives potential team members a realistic yet compelling view of what joining your team would entail.

Closing the Deal
When it comes to finalizing a candidate for your team, the closing phase of the recruitment process is crucial. After you’ve aligned their interests with the role and openly discussed its challenges and rewards, the next step is to make a compelling offer. This involves not only presenting the practical benefits of the job, but also emphasizing the unique opportunities it offers for personal and professional growth.

Highlight the culture of your team and how their contributions can make a tangible impact. It’s important to create a sense of excitement about the future and the possibilities that lie ahead with your team. Additionally, be responsive to any concerns or questions they might have. A thoughtful, well-articulated close can be the deciding factor in a candidate's decision to join your team, marking the start of a mutually beneficial and productive working relationship.

Convincing a candidate to accept a job offer involves highlighting the unique aspects of the role and your organization that align with their interests and career goals. Here are some examples of approaches you might use:

1. Career Growth and Development Opportunities: Emphasize the career progression and learning opportunities available in your organization. Mention any training programs, mentorship opportunities, or pathways to advancement that would appeal to the candidate's desire for professional growth.
2. Impactful Work: Demonstrate how the role contributes to the company’s mission and goals. Explain how their work will have a meaningful impact, showing them the value and significance of their potential contributions.
3. Positive Team and Company Culture: Share insights into the team and company culture. Highlight aspects like a collaborative environment, a supportive team, work-life balance, and any unique cultural benefits that make your organization a great place to work.
4. Innovative Projects and Technologies: If the role involves working with cutting-edge technologies or innovative projects, stress these points. Many candidates are attracted to roles that allow them to work on exciting, industry-leading initiatives.
5. Competitive Compensation and Benefits: While salary is important, also focus on the overall compensation package, including benefits like health insurance, retirement plans, paid time off, remote work options, or any other unique perks your company offers.
6. Personalized Approach: Use the information you’ve gathered about the candidate's personal and professional aspirations to tailor your closing pitch. For instance, if they are passionate about a specific aspect of the work, show them how the role aligns perfectly with their interests.
7. Feedback and Recognition: Explain how your organization values feedback and recognizes hard work and achievements. This can appeal to candidates who are looking for a workplace where their efforts are acknowledged and appreciated.
8. Discuss Their Potential Impact: Talk about specific ways in which the candidate's skills and experience can make a difference in your team or company. Make them feel that they are needed and that they can contribute significantly from day one.
9. Address Their Concerns: If the candidate has expressed any concerns or reservations, address these directly and honestly. Provide reassurance and offer solutions or compromises if possible.
10. Urgency and Excitement: Express your enthusiasm about the prospect of them joining the team. Sometimes, a genuine display of excitement and urgency about them being a part of the team can be a powerful motivator.

Remember, the key is to make the candidate feel valued and show them how joining your organization can positively impact their career and personal goals. Also, by adding a personal touch it can significantly enhance the effectiveness of your candidate closing strategy.

Here’s how you can implement this approach:

1. Personal Outreach: A direct reach-out from you, the hiring manager or team leader, adds a personal dimension to the recruitment process. It sends a clear message to the candidate that they are not just another number in the hiring process.
2. Engagement from Team Members: Encourage your current team members to reach out to the candidate as well. This could be through a group email, individual messages, or even a brief video call. This gesture demonstrates a welcoming team environment and gives the candidate a sense of belonging even before they’ve joined.
3. Invite for Team Interaction: Offering the candidate an opportunity to spend more time with the team, perhaps in an informal setting like a team lunch or a casual meeting, can be very effective. It allows the candidate to get a feel for the team dynamics and envision themselves as part of the group.
4. Personalized Gifts or Gestures: Sending a small, thoughtful gift or a gesture based on an interest they mentioned during the interview can be a delightful surprise for the candidate. It shows that you pay attention to details and care about their personal interests, which can set your company apart from others.
5. Feedback and Appreciation: Letting the candidate know specific reasons why the team liked them and how they would be a great fit can boost their confidence in their suitability for the role. Positive feedback about their skills, experience, or the way they handled the interview can be very encouraging.
6. Timely Follow-Up: Ensure that these personal outreach efforts are timely. Delays can make candidates feel uncertain and might lead them to consider other offers.
7. Address Any Remaining Concerns: Use these interactions as an opportunity to address any concerns or questions the candidate might have. This openness can further solidify their interest in the role.

The goal of these efforts is to make the candidate feel genuinely wanted and valued by your team, which can be a deciding factor for many candidates when choosing their next job opportunity.

Final Words 📖

Look beyond the resume. Sure, skills are vital, but building a winning team requires heart and hustle. That's where the athlete mentality comes in – the grit to push through challenges and the passion to excel. Forget generic interview drills; dive deeper with behavioral questions. They peel back the rehearsed answers and reveal how candidates think and act in real situations.

Your interview shouldn't be a stage; it's a bridge. Create a welcoming space where candidates feel comfortable sharing their stories, backgrounds, and motivations. Focus on their stories, not their answers. Seek the echoes of resilience in their experiences and the sparks of innovation in their thoughts. That's where you'll find the real picture.

Remember, interviews aren't just about finding the right fit; they're about building your reputation. Create a welcoming, engaging experience that leaves a positive mark, regardless of the outcome. Even a "no" can turn into a future "yes" with a positive experience. Treat every candidate like a potential teammate – they are contributors, not just applicants.

Next Steps 🚀

1. Hiring for passion and potential, rather than experience
2. Perseverance & Passion to embrace hiring excellence
3. What is Grit, and Why Does It Matter When Hiring for Your Startup?