Why I Hire People, Not Skills
Note: This post was originally posted on BostInno.com a few months before my company Performable was acquired by HubSpot but never cross-posted here.
I find this post to be even more relevant today at my new company Drift as we transform our team into the greatest engineering team I have ever seen; I hope you find it useful.
Companies change. Products evolve. Approaches get thrown out the window. The centrifugal force alone of that kind of rapid development is enough to throw anyone off center. Throughout my experience, one guiding rule on team building in fast-moving companies has emerged: hire people, not skills.
It can be tempting when you’re first growing to hire someone specifically to fill a gap in your company’s skillset. If you hire someone for skills alone, however, they may lose balance as the company grows, when those skills are no longer as central or get placed into a different context. Each time I have built a team, personal traits — not professional skills — have been what propelled the company forward.
So, what traits matter? The answer is going to vary by company and founder, but I look for the following:
Cultural Fit (45%)
Fit is arguably the most important of any qualification. Start-ups can be very hard, and they become impossible if you don’t love the people around you. Getting the culture right is critical. No matter how stellar a candidate’s skills are, if they don’t fit well with your team, it won’t work out for anyone involved. Be careful here though: fit should not signal conformity. You do not need 12 identical personalities. You need a mix of people with differing perspectives but shared values. You need at team that is cohesive because of its differences.
Scrappiness and Drive (35%)
At my last startup Performable and now at Drift, we include scrappiness in the job description. We seek out people who have toppled challenges with very limited resources. This is not just about being lean. It is about the character of the team. The four most powerful words coming from a new hire are: “I’ll figure it out.” Find someone who you can trust to say that and follow through on it, and you’ve found a true asset.
This kind of drive is different than traditional ambition. Ambitious people will succeed at any task laid before them. They will personally excel, quickly rising from manager to director to vice president. A scrappy person who is driven does not rely on titles or defined responsibilities. He or she will push the company forward even when no one’s looking. Driven people move through the responsibilities on their lists, but also keep a constant eye on how the company as a whole can do things smarter and better.
Intelligence and Experience (15% and 5%, respectively)
Intelligence and experience are valuable, but a scrappy person who fits well on the team can learn fast. In a start-up, jobs are always changing. So when you think about intelligence and experience, make sure you are thinking about it in terms of a genuine hunger to learn and level of life experience that enables the candidate to easily adapt and evolve.
Discovering these traits in candidates may come down to a gut feeling for many, but some of it can be illuminated by carefully posed questions and by getting a candidate outside of the typical interview set-up. Whenever possible change the setting, meet candidates outside of the office, at events or out for coffee. Get them talking rather than answering. Find out what it is that makes them tick.
If you want others to see this, please hit the ❤. I really appreciate it 🙏🏽(Originally published at davidcancel.com.)