Lauren Ipsen: evaluation

Transcript context

…Got it. I imagine there are stories that you can share about people you've placed like that, that have not worked out. If you can share one, that'd be awesome. But maybe a side question is the general advice, just don't assume someone that's been successful at a big company with a fancy background is going to be great. Sometimes they work out, but not always, is that kind of the takeaway? Yeah. I would say the general advice is who is going to be best for this specific role at this specific time, not necessarily who is the best talent in the world or in the market. Those are two very, very different questions to ask. And I think early on in my recruiting career, I was often just trying to recruit these whales of executives to try and prove myself and say, "Oh, I got this person to entertain this opportunity, how sick is that?" But naturally, that's not necessarily the person that actually can move the needle. And so you need to think very specifically. Just because this is the best talent, that doesn't necessarily mean they are the best talent for this role today. So to double down on that, say you are hiring and you know you're going to start hiring a senior product leader, what is it that you suggest founders nail down and iron out when they're kicking off the hiring process, either on their own or with a recruiter? Like, in the job description, what else do they have to get right to find the right person?…

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