Category Archives: Industry News

Newsletter – When star talent fails!

Week of June 30, 2017

Best Reads of the Week

The Fallacy Of Recruiting Star TalentThe Fallacy of Recruiting Star Talent
A cautionary story of companies that forget while poaching that the success often hinges on the environment an outstanding performer works in. If you’re hiring star talent and think they’ll instantly beef up your organization’s performance, think again.

Go For Culture Add, Not Culture FitGo for Culture Add, Not Culture Fit
I’ve despised the phrase “culture fit.” In its place, I now use Culture Add. An example would be the Rooney Rule used in American Football – It mandates that an NFL team must interview at least one minority candidate for head coach and general manager jobs.Continue Reading »

Newsletter – How Byju Raveendran Built his Multi-Crore Business with 8 Students

Week of June 23, 2017

Best Reads of the Week

How Byju Raveendran Built his Multi-Crore Business with 8 StudentsHow Byju Raveendran Built his Multi-Crore Ed-tech Business Byju’s with 8 Students
Prakash, now CMO at Byju’s, met Raveendran for the famous CAT coaching classes he used to run. About the first meeting with Byju, he says, “I came down on a Saturday morning. It was a school in Jayanagar. In one corner, there was a whiteboard and a muscled man. 

new age hiringNew-Age Hiring
You can be hired on WhatsApp, Facebook, or even in the Metro.  Three months ago, marketing and consulting firm Sapient launched “Troublemakers”, an online recruitment campaign to increase its employee headcount by 20%, to a total of 10,000, by 2016-end. Continue Reading »

Newsletter – Want to hire à la NASA?

Week of June 16, 2017

Best Reads of the Week

Newsletter - Want to hire à la NASA?Want to Hire the Best? Copy How NASA Narrowed Down 18300 Applicants Down to 12
Onsite interviews at NASA are a model for any business wanting to hire the best. From social interviews to reduced prep time for interviewees to get raw answers – NASA uses super techniques to hire rocket scientists.

Newsletter - Want to hire à la NASA?Talent Management for the Age of Career Disruption
Two INSEAD alums believe companies have an outdated hiring playbook, and also, recruiters need to evolve from “sales reps” to “career coaches.” And they have solutions too like, “expanding your view of talent pool”, “value career changers’ core skills”, “tap neglected talent sources, provide “disruptive experiences” to your own talent”, and so on.Continue Reading »

Newsletter – I want my employees to leave their jobs

Week of June 02, 2017

Best Reads of the Week

Newsletter - I want my employees to leave their jobs

Why I want my employees to leave their jobs
1 out of 5 of my employees won’t be in their roles next year. And I couldn’t be happier for them to leave their jobs – Employee retention has been a hallmark of company health, but focusing blindly on retention misses out on a greater metric – People Movement: the oxygen pulsing through a business.

heavyhitters Newsletter - I want my employees to leave their jobsWhen you should bring in The Heavy Hitters
Three Questions to Ask Yourself Before Making a Senior Hire.Continue Reading »

Newsletter – 6 people = 7 opinions (More trouble for the HR Manager)

Week of May 26, 2017

Best Reads of the Week

newsletter HR ManagerTop Qualities of an Expert HR Manager
“If there are six people there will be seven opinions.” This quote sums up the exhausting challenges HR teams face today. And top any HR manager develops remarkable qualities to crush every trouble.

 

newsletter HR managerLesson’s From Stripe’s Unique Hiring Process
Stripe took 2 years to recruit their first 7 people & they didn’t hire a PM till they were over 250 people! For Stripe CEO, Patrick Collison, hiring was same as a product development process.Continue Reading »

Newsletter – CTO of GO-JEK is an outlier!

Week of May 19, 2017

Best Reads of the Week

GO-JEKHow a Small Town Commerce Graduate became CTO of the multibillion-dollar GO-JEK
Ajay Gore – a hindi medium guy who learned English from Newspapers, completed B.Com from Allahabad, learned C in cyber cafes, wrote code on paper, and sold his house to run his startup – with just Rs. 2000 left. Now, he’s the CTO of GO-JEK.

dropbox GO-JEKAn HR exec at Dropbox explains how the company hires the best people before they even start looking for a job
One of the candidate’s key criteria was a clear picture of their day-to-day work, the technical challenges, and how they would work with the team.… Continue Reading »

Newsletter – Warning: This Is Not Your Grandfather’s Talent Planning

Week of May 05, 2017

Best Reads of the Week

Warning: This Is Not Your Grandfather’s Talent PlanningWarning: This is Not Your Grandfather’s Talent Planning
Google. Apple. Dropbox. Twitter. If anyone helped build phenomenal teams at powerhouse companies, it’s Kim Scott. Once, she thought she was one of the best people in the world at creating amazing teams. Now she believes it’s not so easy as your Grandfather’s Talent Planning…

Warning: This Is Not Your Grandfather’s Talent PlanningA founder’s advice on hiring a VP of Sales
One of V1’s portfolio companies has been looking to hire a VP of Sales and I asked Jon Zimmerman, CEO of Front Desk, to share his experiences and insight on the matter.Continue Reading »

Newsletter – Know the soul of the high-performance employee, then we can build the 10,000 things

Week of April 28, 2017

Best Reads of the Week

This is Why I Never Hire Product ManagersThis is Why I Never Hire Product Managers
Product management is a role that is very unique to a specific company. If you meet five product managers from five different companies, then you’ve truly met five different product managers. There will be very little overlap. The PM role is different at every company.

Know the soul of the high of the high-performance employee, then we can build 10,000 thingsKnow the soul of the high of the high-performance employee, then we can build 10,000 things
We’re giving superficial perks to High Performing Employees e.g. Employees leave  early → let’s offer free dinner, Employees arrive late → let’s offer free breakfast, Employees are tired → let’s install an espresso bar, Morale is low → let’s install video game consoles.Continue Reading »

Newsletter – You are bad at giving technical interviews

Week of April 21, 2017

Best Reads of the Week

If, Why, and How Founders Should Hire a “Professional CEO”If, Why and How Founders should hire a “Professional CEO”
“Sure, there are stories about how VCs have kicked founders out in favor of “professional CEOs” who run companies into the ground. But there are plenty of counterexamples too.” – Reid Hoffman, Co-Founder, LinkedIn

 

This is why you never end up hiring good developersThis is why you never end up hiring good developers
“You are bad at giving technical interviews. Yes, you. You’re looking for the wrong skills, hiring the wrong people, and actively screwing yourself and your company…” – Laurie Voss, CTO, npm Inc.Continue Reading »

Newsletter – Let’s stop calling them ‘soft skills’ – Seth Godin

Week of April 14, 2017

Best Reads of the Week

Newsletter - Let’s stop calling them ‘soft skills’ - Seth GodinLet’s stop calling them ‘soft skills’ – Seth Godin
Culture defeats strategy, every time. And yet…Organizations spend a ton of time measuring the vocational skills, because they can. Turns out, what actually separates thriving organizations from struggling ones are the difficult-to-measure attitudes, processes, the soft skills…

Newsletter - How to Assess Emotional Intelligence During the Interview ProcessHow to Assess Emotional Intelligence During the Interview Process
Among employees who fail to meet expectations during their first 18 months on the job, 23% fail due to low emotional intelligence. That’s the second most prevalent reason new hires fail, following only a general lack of coachability.Continue Reading »

Newsletter – I don’t care what tools a developer uses. I hire based on fundamentals.

Week of April 07, 2017

Best Reads of the Week

Newsletter - I don’t care what tools a developer uses. I hire based on fundamentals.I don’t care what tools a developer uses. I hire based on fundamentals.
I’ll show you how my company – a 9-year-old development agency founded by 3 tech co-founders – has hired and grown a development team to 30+ people in Hong Kong and Taipei. Our hiring process tests only three things…

Newsletter - Hire a Top Performer Every Time with These Interview QuestionsHire a Top Performer Every Time with These Interview Questions
“There’s interesting research that ties teamwork to the ability to recognize emotions in other people, and EQ can be measured with 10 or so questions.… Continue Reading »

Newsletter – The non-developer’s guide to hiring software developers

Week of March 31, 2017

Best Reads of the Week

Newsletter The non-developer’s guide to hiring software developersThe non-developer’s guide to hiring software developers
Tip #1 – Embrace open source. Hands down, the best way to find incredible software developers is to look at their open source history. Open source profiles show passionate developers.

 

Newsletter How Jeff Bezos Started - [Infographic]How Jeff Bezos Started – [Infographic]
Jeff Bezos is now in the 2th spot on world’s wealthiest people list. But he was born poor. He wanted to start a business right after college but didn’t. So how did he start? A beautiful infographic following him from birth to…

Industry News

Uber’s global tax head takes additional charge at India operations
Cab-hailing company Uber Technologies Inc.Continue Reading »

Newsletter – Resumes suck. Here’s the data.

Week of March 24, 2017

Best Reads of the Week

Resumes suck. Here's the data.Resumes suck. Here’s the data.
I reviewed a solid year’s worth of resumes from engineers we had hired at TrialPay. The strongest signal if we would extend an offer to an engineer – the number of typos and grammatical errors on their resume. On the other hand, where people went to school, their GPA, and highest degree earned — these didn’t matter at all.

5 IITians who went off the beaten path to find success and passion5 IITians who went off the beaten path to find success and passion
We read about IIT grads building unicorns, cracking civil services and drafting our national policies.Continue Reading »

Newsletter – How to Consistently Hire Remarkable Data Scientists

Week of March 17, 2017

Best Reads of the Week

If companies want to hire IITians, let them!If companies want to hire IITians, let them!
Remember last year when IITs banned 31 startups from campus? Does banning startups really work when IITians want to work at these companies and companies also want to hire IITians? Well, we may just have found a solution…

 

ow to Consistently Hire Remarkable Data ScientistsHow to Consistently Hire Remarkable Data Scientists
I was influenced by the ideas of Riley Newman, Head of Data Science at Airbnb, who designed and implemented a radically different way of recruiting data science talent.Continue Reading »

Newsletter – How Cisco Disrupted Its Approach to Talent

Week of March 10, 2017

Best Reads of the Week

Newsletter - How Cisco Disrupted Its Approach to TalentHow Cisco Disrupted its Approach to Talent
Jill Larsen, the SVP for talent acquisition, people planning and services HR at Cisco writes, “At Cisco, we recently turned TA on its head and disrupted ourselves. We simply couldn’t scale to hire the next-gen talent we needed…

 

Newsletter - How to Hire a Programmer When You're Not a ProgrammerHow to Hire a Programmer When You’re Not a Programmer
Things to look for #1 – How opinionated are they? Ask them about a juicy programming topic (e.g. Ruby or Python?). The tone and reasoning of the answer will reveal a lot.… Continue Reading »

Newsletter – “Don’t F*ck Up the Culture” – Brian Chesky, CEO, Airbnb

Week of March 03, 2017

Best Reads of the Week

“Don’t F*ck Up the Culture” – Brian Chesky, CEO, AirbnbDon’t F*ck Up the culture - Brian Chesky, CEO, Airbnb
After we closed our Series C with Peter Thiel in 2012, we invited him to our office and were showing him various metrics. Midway through the conversation, I asked him what was the single most important piece of advice he had for us. He replied, “Don’t f*ck up the culture.”

Newsletter - Ankit Nagori- The early riserAnkit Nagori: The Early Riser
24-year-old Ankit Nagori, employee No.33 at Flipkart, joined as a manager in March 2010. By the time Nagori quit the company exactly six years later to start his new venture, he had become the most powerful man at Flipkart after the three Bansals.Continue Reading »