Lauren Ipsen: belief

Transcript context

…Yeah. This is interesting. So say you make those 10 calls, in your experience, the leaders you want to hire, are you finding 10 out of 10 are generally like, "Yes, this person's amazing, you should hire them"? There's ones that are slam dunks and no one has any negative to say. That's incredibly rare. More often you find some people like to just have something negative to say, just to have something negative to say. I also take all of my back channels with a grain of salt. Maybe the person I'm calling to back channel this person with I also haven't back channeled, right? So every single thing that you hear, you just take, make note of, and then move on and think more holistically about. But I think typically what I would say is the glaring nos are very obvious. People that are polarizing individuals or have done wrong within an organization or made bad calls across the board are, you can get that information typically pretty quick. It's the mixed ones where it's, "I think that person was decent," those are pretty tough, and you need to really find people that worked super closely with them because otherwise it's pretty difficult to say whether or not they were able to make an impact. Which again comes back to why right off the bat it's so nice to just have people that you can tap within every organization that's like an academy company or a great company and say, "Point me in the direction of the three best people." I don't want to have to go through the burden of having to try and back channel all of the maybe middle 50% or what have you. Yeah, most people don't have that, which is a reason to hire, work with a recruiter. You come build in with all of that network.…

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