Lauren Ipsen: recommendation

Transcript context

…So outside of that, what do you suggest founders look for when they're looking for a recruiter, and the second to last question, what are signs that this is a good firm, a good recruiter? Just what should you be looking for when you're looking to hire a recruiter, either in house or a firm? I think it's important to provide them with some direction and then see if they can recite it back to you. Tell them the types of things you're looking for and then say, "Did that resonate? Because I'd love to hear from you what you took away from that and what you think we should be looking for." And then kind of off the bat, ask them for a couple candidate ideas. Don't give them time to just go call other people. In real time, ask them for some candidate ideas. Where does their brain go? Who are people they would call tomorrow on this? The more that you can get that dynamic relationship formed before you even go to search, the more you can determine whether this is someone you want to calibrate with. So yeah, I think just putting them on the spot a little bit and asking them to show their work rather than just sending over a deck of searches that could have been done by other partners or could have just been done by other people on their team. You want to actually understand who this person is. So that first question is testing their listening skills and their ability to actually hear what you're saying and what you're looking for, and then the second is, okay, now how quickly can we get calibrated on what this profile should look like. Awesome. That is great advice. Very tactical. Any final words or wisdom before we get to our very exciting lightning round?…

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