30 korrents from this recording
Every claim below is a statement made in this recording, quoted word for word and linked to the second it was said, so you can hear it rather than take our word for it. The wording comes from the transcript published alongside the recording; the sentence above each quote is our reading of the claim, not their wording.
0:05:09 · watch on youtube.com↗
Their wordsI really believe we're in this like moment where there's this like resettlement of talent and labor and how work gets done.
0:07:56 · watch on youtube.com↗
Their wordsI think maybe the thing that is waning, I would say, is like the specialized technical person.
0:13:23 · watch on youtube.com↗
Their words20% of those will reply. By definition that is not the top 20% that is just the 20 people who you caught on a bad day for them.
0:13:40 · watch on youtube.com↗
Our reading
Funnel-style recruiting weeds people out at each stage and ends up hiring whoever remains.
Their wordsthe way we all recruit is we kind of weed people out at each stage and we hire the remainder. So, this remainder hiring is the output of the funnel of doom.
0:15:52 · watch on youtube.com↗
Their wordsI think this connectedness to sales has been somewhat detrimental to companies as they think about doing this in a more strategic way.
0:16:28 · watch on youtube.com↗
Their wordsif you think about going after the 1%, the most important step is getting really clear on what 1% means to you.
0:19:48 · watch on youtube.com↗
Their wordsyou you owe it to yourself to kind of identify what does great look like for you and who's going to be successful in this role in this product versus what was successful for someone else
0:21:03 · watch on youtube.com↗
Their wordsThat is the worst question you can ask. The best The better question to ask is, "Hey, Lenny, of all the product engineers you worked with, who stands out to you as the person who's most collaborative with designers?
0:24:10 · watch on youtube.com↗
Their wordsThe very best systems thinkers take these things and put them into like very small tactics
0:24:55 · watch on youtube.com↗
Our reading
Mining employees' networks in repeated one-on-one sessions beats automating it with an AI tool.
Their wordsYou could you could automate that. You could use an AI tool and have some fit walk them through a facilitation of it, but nothing beats you and I sitting down every other week for 6 weeks and diving into people.
0:26:27 · watch on youtube.com↗
Our reading
If talent is a founder's top priority, no effort, resourcing or time should stand in the way of it.
Their wordsif if talent is number one, then there should be no obstacles to in terms of effort or resourcing uh or time put in to get there cuz that is paramount to your success.
0:28:27 · watch on youtube.com↗
Our reading
Recruiters should be a confidence engine for hiring managers, not the ones making hiring decisions.
Their wordsthe recruiters goal is really about helping provide confidence to that hiring manager to make the right decision. They're a confidence engine. They're not a decision-making engine.
0:35:30 · watch on youtube.com↗
Their wordsonce someone's ignored one thing, it's much easier for them to ignore the second and third.
0:36:21 · watch on youtube.com↗
Our reading
Caring for candidates more than anyone else does is an unfair advantage any recruiting team has.
Their wordsthe more that we can care for our candidates and demonstrate that, I think it's an unfair advantage and it's in all of us.
0:38:42 · watch on youtube.com↗
Our reading
The most important interview is the hiring manager's first conversation, not the on-site.
Their wordswe put so much energy to the onsite interview, which I totally get, but honestly the most important one is that hiring manager first conversation.
0:40:27 · watch on youtube.com↗
Their wordsHaving a meal with someone is one of the most human and leveling things that you can do.
0:45:28 · watch on youtube.com↗
Our reading
Work samples predict success best, yet most companies still rely on across-the-table interviews.
Their wordsresearch has shown that work samples are the highest predictor of success at a company. But yet most companies are still spending a lot of time doing one-to-one across the table assessments.
0:50:48 · watch on youtube.com↗
Their wordsfor a lot of companies, it's hard to think of a better way than you know, doing side-by-side real work to get those signals.
0:54:46 · watch on youtube.com↗
Their wordsthe goal is to not be selling at the close. We're we're we're trying to sell throughout.
0:56:52 · watch on youtube.com↗
Our reading
Chasing the highest offer tends to leave people unexcited about their work within six months.
Their wordsAnd I think what you realize six months in is like that just becomes your new level of like comp expect you know, comp life. But you're you're not excited about the people you work with or the work you're doing.
0:57:20 · watch on youtube.com↗
Their wordsI fundamentally believe there are right people for right companies at the right time.
0:58:42 · watch on youtube.com↗
Their wordswhen you think about your offer and if you're negotiating, it has to just fit a line of logic.
1:00:16 · watch on youtube.com↗
Their wordsit does feel like the unit of measure that matters the most is the most fixed and finite, which is time.
1:02:31 · watch on youtube.com↗
Our reading
Their wordsclosing is a team sport.
1:06:20 · watch on youtube.com↗
Their wordsIt's actually execution. And execution comes down to having the right talent at the right time.
1:09:06 · watch on youtube.com↗
Their wordsI feel like there's a supply and demand crisis around really strategic recruiters because of the somewhat transactional nature we've made recruiting over time.
1:10:48 · watch on youtube.com↗
Their wordsI don't think you can have a 10X person on a bad team. It just like doesn't exist.
1:12:40 · watch on youtube.com↗
Their wordsthey try to collapse this into one role, and generally that's a mistake.
1:14:35 · watch on youtube.com↗
Their wordsrecruiters are excellent at 90 to 110% capacity and are terrible outside of that.
1:20:14 · watch on youtube.com↗
Their wordsmy warm take is like every recruiter should be a talent engineer.