Luc Levesque: recommendation

Transcript context

…Awesome. Okay, I threw us off track. Let's get back on track. So we're talking about when it makes sense to find a growth advisor and then what to look for and so on that you might want to work with. I mean, what makes a great growth advisor is somebody who really understands what to do but also why certain growth levers work. It's that kind of deep understanding of levers of onboarding or whatever area they're focusing on that really makes growth advisor stand out. So when you're looking for a growth advisor, you want to have those discussions to see like, "How much depth does this person have? Have they seen a playbook and they're just good at repeating the playbook or are they evolving, are they growing?" The best way to get to know that is to start really asking them questions about growth and growth advising and the certain things that they've done and why they think those have worked. This can be tricky if you don't yourself know growth. So I think one thing that I have not seen a lot of founders do that I would advise is if you have an advisor already... Because this applies to finding growth advisors, but it also applies to hiring good growth talent. So if you have somebody you know whether it's already an advisor or somebody who knows growth, you can solicit their help in trying to flesh out whether somebody you're trying to hire is of high talent. So if you have an advisor, you can make that one of their roles is vet out any new talent coming in. And if you're looking for an advisor, try to find somebody that you know and trust who can do that first pass. Because for somebody who knows growth that you trust, it's actually not a lot of work for them to vet out how talented someone else's. It's an easy ask to make and something that if you have that person in your network or that worked with you that you can leverage for. But I haven't seen that too often where founders kind of take advantage of people they know or existing growth advisors to help recruit and vet talent because it can be quite hard if you don't know the growth space to know if somebody's good or not. That's a really interesting idea and it could be where you find someone that's too busy to work with you, but maybe you could just ask, "Hey, could you just easily help me vet people?" And it takes a lot less time.…

Stored transcript either side of the excerpt. The highlighted words are the published quote; the surrounding text is unedited source, never generated.