""I've fallen prey to the pixie dust thing as well, where it's like, 'Oh, we'll hire someone from Google or Apple, and they'll be immediately successful,'""
""Generally, what I tell people-I tell myself, I guess, aspirationally-is, don't look at the résumé. Just believe your interaction. The résumé may seem very impressive, and it's like, 'Wow, the résumé looks good.' But if the conversation after 20 minutes is not "Wow," you should believe the conversation, not the paper,""
""My batting average is still not perfect, but it's very high,""
""And I think goodness of heart is important. I underweighted that at one point. So, are they a good person? Trustworthy? Smart and talented and hard working? If so, you can add domain knowledge.""
Hiring should prioritize evidence of exceptional ability and in-person interaction over résumé pedigree. Resumes can appear impressive but interviews reveal true fit; trust the conversation after twenty minutes. Avoid relying on prestige alone to prevent "pixie dust" mistakes. Hire for talent, drive, trustworthiness, and goodness of heart; domain knowledge can be taught. Request concrete bullet-point achievements; three standout accomplishments are a strong signal. Examples of exceptional ability can be unconventional, but cited accomplishments should prompt a clear "wow" reaction. Prioritize long-term fit and trustworthiness when in doubt.
Read at Business Insider
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