JC's Newsletter - The best tips on hiring & compensation
Dear friends,In JC’s Newsletter, I share the articles, documentaries, and books that I enjoyed the most in the last week, with some comments on how we relate to them at Alan. I do not endorse all the articles I share, they are up for debate. I’m doing it because a) I love reading, it is the way that I get most of my ideas, b) I’m already sharing those ideas with my team, and c) I would love to get your perspective on those. If you are not subscribed yet, it's right here! If you like it, please share about it on social networks! 💡Must-read👉 Always be recruiting, w/Paul English, co-founder of Kayak (Masters of Scale) ❓Why am I sharing this article? ➡️ I love this notion of always be recruiting (also described in Amp it Up from Frank Slootman), to hire fast and how important it is to sell.
➡️ All senior Alaners should keep personally scouting for the next top Alaners.
➡️ Be less transactional, build relationships with stars.
➡️ How can we accelerate the pace/tempo of our process for top candidates?
➡️ Are we evaluating too much and not selling enough?
➡️ Should we review our practice for reference checks?
➡️ Very important to talk to customers when we have a debate. 👉 Hire people who give a shit (Rational in the Fullness of Time) ❓Why am I sharing this article? ➡️ I believe it is very, very, very important that we only hire people who give a shit. ➡️ It is so easy to drop this, and I agree it can kill a company. ➡️ I don’t agree that giving a shit does necessarily correlate with working nights and week-ends (kind of the contrary), but it means being able to do it when it really matters, and being intensely there. ➡️ How do we make sure our hiring process screens for people who seriously give a shit and don’t only come for the brand?
👉Dan Rose: Missionary vs. Mercenaries (PingThread) ❓Why am I sharing this article? ➡️ I want to share again why it is so important that when we hire we focus on people who are there for the mission, who want to build for the long-term. I think it is what will make the company very successful.
➡️ How to make sure our onboarding really gets people excited about the mission?
👉 Francis Davidson (CEO of Sonder) - Design-led Hospitality (Join Colossus) ❓Why am I sharing this article? ➡️ Doing good reference calls is very hard, and I loved the tips. ➡️ I love how they took a contrarian approach to their business model focusing on speed and scale.
➡️ Should we always do video references?
➡️ I agree. We should redefine our standards for references.
➡️ We should ask it.
➡️ I do it sometimes.
➡️ Being member-first does not mean you shouldn’t look at your business-model. It is still an equation to balance. 👉 Layoffs at Hopin and Peloton (The Pragmatic Engineer)
➡️ If we want to search for talents!
➡️ Very interesting about Amazon frugality which is one of our benchmarks. Over 15% growth year-on-year is very feasible. 👉 Stripe Has The Only Good Careers Page On The Internet (Boundless)
➡️ I really liked how they described the daily life of someone at the company. How should it impact our jobs page?
➡️ We should do the same.
👉 10 Lessons from Great Businesses (The Generalist) ❓Why am I sharing this article? ➡️ Because I really believe in the importance of spending time nurturing some exceptional profiles for a long time for them to join us when it is the right timing. It has to be a little painful.
👉 Tech Companies Want HR Execs in the C-Suite. Finding Them Is the Hard Part (The Information) ❓Why am I sharing this article? ➡️ Because positioning ourselves as helpers to overworked Chief People Officers could be a great way to sell.
👉 Garry Tan (Initialized Capital) - Unwrapping the Gift (Join Colossus) ❓Why am I sharing this article? ➡️ I believe it applies very much to hiring. How can we be high signal (on culture, talent, capacity) and move super fast at the same time? ➡️ For example, could we move to the Alan day directly for candidates that we know super well from past companies?
👉 Google employees are becoming unhappy with pay, promotions and execution, survey results show (CNBC)
➡️ Should we check how they do it and its content?
➡️ I’m not sure what they really learn from those studies (especially knowing how well people are paid at Google). I think we should avoid them. It’s already over! Please share JC’s Newsletter with your friends, and subscribe 👇 Let’s talk about this together on LinkedIn or on Twitter. Have a good week! If you liked this post from 💡JC's Newsletter, why not share it? |
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Tuesday, August 23, 2022
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Tuesday, August 16, 2022
💡JC's Newsletter #132
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Strategy lessons from Microsoft
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