Evidence receipt / belief
Published · transcript-backedCrystal Widjaja: belief
31 Jul 2022 Lenny's Podcast How to scrappily hire for, measure, and unlock growth | Crystal Widjaja, Gojek and Kumu
“Like in the early days of Gojek growth, I think our first real growth experiment, we were actually still the data team at this time, was to connect a quick Python script to the Twilio API that we had access to.”
Source trail
Everything needed to verify it.
- Speaker
- Crystal Widjaja
- Attribution
- Verified speaker
- Claim type
- belief
- Recorded
- 31 Jul 2022
- Publisher
- Lenny's Podcast
Transcript context
…Got it. And then what do you do in a hiring process for someone like this? What kind of things do you suggest founders look for? Yeah. I actually look for that first principle bias. So I'll give people case studies of here's what we see, how do you know that this is true? And then I have them set up an experiment design. I want to see that they are sampling randomly. Not that they're like, "I'm going to build this feature and launch it, and of course it's going to work." I want to see that they're taking a measured deliberate approach to considering why someone might do this or what tools are available. A growth team can go terribly wrong when they just try to onboard a bunch of brand new tools that don't integrate well and it takes six months to integrate fully, and then they get nothing done for six months. Everything in growth is an opportunity cost of time, trade off with what you could have been doing to the product in that time. So we biased towards really quick hacky things. Like in the early days of Gojek growth, I think our first real growth experiment, we were actually still the data team at this time, was to connect a quick Python script to the Twilio API that we had access to. And we SMSd a bunch of drivers through a CSV that we uploaded that said like, "Hey, your acceptance rate is really low. You're not supposed to do that. Please accept all the rides that you are getting." And that actually increased acceptance rates by 2% across the board. And when we looked deeper into that data, it did even more so for brand new drivers. And so we then worked with the data driver onboarding team so that they could better facilitate the onboarding experience for their drivers. For the interview question that you described, an experiment design question, do you give that as a project where they have time to work on it or is it a live thing?…
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