Adam Ward: belief

Transcript context

…So to close the thread on this step of finding these incredible people, what I'm hearing is mostly it's sit around, talk to people and just jam in a doc probably of, "Here's people that people recommend. Here's companies to look at." Yeah, and there are tools and there's LinkedIn, there's all these things too. But I think the most valuable one is the most time-intensive one, which is spending time and digging into people's networks. We've shared this before, but people on my team whose entire job is to dig into our current employees networks. You could automate that. You could use an AI tool and walk them through a facilitation of it, but nothing beats you and I sitting down every other week for six weeks and diving into people. You're like, "Hey, last session you gave me these three names. I tracked down and then... But what about this person?" You're like, "Oh yeah, they were great too." I'm like, "Oh, what was good?" So you go back to back. "By the way, I'm also holding you accountable for you sending out notes. And what did they say?" "Oh, they didn't reply. You're going to send another note?" And so kind of this one-to-one, hand-to-hand cultivating of signal I think is really important. Of course, those signals go into a system and a database, but the extraction I think is a hugely personal and effective approach. This all sounds very time-intensive and slow and lots of work. There's a reason companies don't hire this way, treat everyone as an exec because they're not execs. They're IC engineers, PMs. How do you talk about that trade-off of taking this approach knowing that it's going to take a lot more time and effort?…

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