How to structure for product and personal success -
summary
Technology stops being the constraint and people do; teams use creative abrasion and intolerance of toxic “brilliant” hires to get better outcomes. Concrete levers: change sourcing (look beyond usual pools), selection (pick who adds what the team lacks), and execution (hire quotas plus internships). Example metrics: gender intent plus a quota of 50% hiring non-men moves a firm from 21 women in 2011 to about 46% today. Partnering with career trackers builds indigenous intern pipelines that actually produce capable hires.
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chapters (5)
- 0:00Start
- 5:14creative abrasion
- 9:57FIND AND CULTIVATE TALENT
- 17:14STEAL EXPERIENCE
- 17:41THE RIGHT THING TO DO
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