How to Hire Employees like Google — #LoriJimenez #hiring #salesleader...

This is a term I learned at Google, which the way just they framed it is really helpful. It's like vetting for just role-related knowledge. So it's like, do they have knowledge that relates to the role that you feel would say, yes, I want them to kind of go through to the next phase in the process. So do they demonstrate the characteristics? Do they know enough to be dangerous, right? So then some experience that they can lean on to go forward from a role with the company. And then the next deal in the process is the how. So how have they been successful? What stories can they lean on and tell you how they've navigated through a win or a loss? Most importantly, a loss. Like, how did they bring in different resources? How do they navigate change? Because a lot of folks will say, oh yes, I want to be part of a startup. I'm ready for it. I'm ready for all the crazy and the chaos. But like, are they really, do they really want that? So really kind of peel back those layers and ask questions that can help you reveal how they've navigated something really hard. And does that energize them? Or does that make them go, ah, you know, run away? What questions do you ask? Because salespeople sell a good game. Oh, they do, they do. Yeah, no, you've, I think it's like, no, you're absolutely right. Because, you know, there's some great, people can interview really well and trick you, right? So I think this, the things to dig in on is I like to ask about like a loss. And so, and less about like, tell me why you lost. But it's like, what did they do? So, oh, it wasn't, you know, they're not pointing to someone else. They're not saying, oh, it was this person's fault. It was my territory. It was this, you know, there's something else other than me, but it was like, what resources did you bring in to help you? What did you learn from that? Like, give me an example of what you learned from that loss and how you brought it to your next win. And what that demonstrates is not only like an ability to kind of reflect and, you know, take an experience, learn from it and turn it into action, but also how do they work in a team? Because I think, especially in a startup, like the team is so critical to the success. So how do they partner with other resources in the company to go get something done? So I think vetting for that is really important. And then I think, you know, if you hear too many, too many mentions of III, I mean, of course it's sales and you want folks to be proud of their performance, but if it's too much on just what they did independently, for me, that's a red flag. Because I think no one wins, you know, independently. It's a team sport. Totally with you. I also think data is just so important. Like the more stuff I get, I love it when you see like, I increased net revenue retention by 12% through these three channels and done it right. Yeah. Specificity. It's great.