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A Summary of

Your growth requires taking risks with your hiring strategy

by
Ruth O'Brien
Intercom
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For long-term growth, transition from hiring superstars with little risk to hiring for potential when your team is mature enough. 

Early-stage strategy

  • First employees should be independent, thrive under pressure, and succeed with  little support
    • Must hit the ground running

Scaling up

  • Stagger promotion dates to pool a backbone of capable mentors
  • Provide mentoring program to enrich onboarding experience

Evolving criteria

  • List down “must haves” (essential qualities) and “nice to haves” (coachable)
  • Widen criteria in areas where your team can provide support
  • Hire with long-term view: too many superstars may strip your company
    • Necessary if you want to continue growth and retain talent
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