Game changers
July 13, 2024
I was talking with a friend who was launching a startup. He was frustrated. "I've interviewed dozens of candidates with impressive resumes," he said, "but none of them feel right for what we're trying to do." It got me thinking: when you're aiming to build something truly revolutionary—a company that could be the next Apple, Tesla, or SpaceX—traditional hiring practices might not cut it.
Most companies start by seeking out individuals with impeccable skills and proven track records. It's a logical strategy: if someone has excelled before, they're likely to excel again. But here's the catch—these high-achievers are often already locked into roles at industry giants like Google, Facebook, or OpenAI. They're well-compensated, deeply engaged, and rarely looking for new opportunities.
Even if you manage to attract them, there's no guarantee they'll bring the transformative energy you need. They've reached a plateau in their careers, and the spark that drives groundbreaking innovation might have dimmed.
So, what's the alternative? Some turn to the underdogs—those with potential that's not immediately obvious. This is a kind of talent arbitrage: you spot the hidden gems before others do. These individuals might lack a conventional background, but they possess raw talent and a fresh perspective.
Companies like Slack and Airbnb famously hired non-traditional candidates who later became pivotal to their success. According to a LinkedIn study, 70% of professionals have experienced being overlooked because their skills didn't fit the traditional mold, yet many went on to achieve great things when given the chance.
Hiring underdogs is a step in the right direction, but it's not the whole story. If you're aiming for the stars, you need people who believe they're destined to reach them. These are individuals who look at the leaders in their field and think, "I can get there too."
They're not content with the status quo. They're constantly seeking opportunities to learn, grow, and make a significant impact. Their motivation is intrinsic—they don't need external incentives to push them forward.
How do you find these people? Look beyond resumes and focus on their journey. Have they founded their own projects or startups? This shows initiative and a willingness to step into the unknown. For instance, many of SpaceX's early engineers were hobbyists who built rockets in their spare time. Elon Musk valued their passion and unorthodox experience over traditional credentials.
In corporate settings, seek out those who've actively sought challenging projects, switched teams to pursue innovation, or learned new technologies on their own. These actions indicate a proactive mindset and a hunger for growth.
This principle doesn't just apply to employees; it extends to your investors and partners. Venture capital firms like Sequoia or Andreessen Horowitz have impressive track records, but sometimes the best ally is someone who's still hungry.
Consider partnering with an emerging investor who's eager to make their mark. They might be a former founder who just sold their company or a new partner at a VC firm looking to prove themselves. They're more likely to go the extra mile for you, providing not just funding but also valuable mentorship and resources.
Established firms and investors often rely on scalable processes and frameworks. While these methods can yield consistent results, they're not always conducive to groundbreaking innovation. Paul Graham, the co-founder of Y Combinator, used to personally mentor startups, offering tailored advice and support. As Y Combinator grew, this hands-on approach became less feasible.
Innovation thrives on flexibility and personalized strategies. A Harvard Business Review study found that companies focusing too heavily on efficiency and standardization often struggle to innovate, as these practices can stifle creativity and risk-taking.
When you assemble a team of ambitious, self-driven individuals, something magical happens. They don't wait for instructions—they identify problems and solve them. They collaborate organically, and their combined energy propels the company forward.
Google's "20% time" policy, which allows employees to spend part of their workweek on passion projects, led to the creation of Gmail and AdSense. This demonstrates the power of giving motivated individuals the freedom to innovate.
If your goal is to create something truly exceptional, surround yourself with people who not only have the skills but also the unwavering belief in their potential to achieve greatness. They're the ones who will work tirelessly, overcome obstacles, and drive your company toward extraordinary success.
Don't settle for the obvious choices or the most polished resumes. Look deeper. Find those who are hungry, ambitious, and perhaps a bit restless. They're your future game-changers.