Mike Tarullo

2 years ago

Even In a Crazy Market, Hire the Best People: The "First Ten" Rules

The Pareto Principle is a way of life for First Ten people.

Hiring is difficult, but you shouldn't compromise on team members. Or it may suggest you need to look beyond years in a similar role/function.

Every hire should be someone we'd want as one of our first ten employees.

If you hire such people, your team will adapt, initiate, and problem-solve, and your company will grow. You'll stay nimble even as you scale, and you'll learn from your colleagues.

If you only hire for a specific role or someone who can execute the job, you'll become a cluster of optimizers, and talent will depart for a more fascinating company. A startup is continually changing, therefore you want individuals that embrace it.

As a leader, establishing ideal conditions for talent and having a real ideology should be high on your agenda. You can't eliminate attrition, nor would you want to, but you can hire people who will become your company's leaders.

In my last four jobs I was employee 2, 5, 3, and 5. So while this is all a bit self serving, you’re the one reading my writing — and I have some experience with who works out in the first ten!

First, we'll examine what they do well (and why they're beneficial for startups), then what they don't, and how to hire them.

First 10 are:

Business partners: Because it's their company, they take care of whatever has to be done and have ideas about how to do it. You can rely on them to always put the success of the firm first because it is their top priority (company success is strongly connected with success for early workers). This approach will eventually take someone to leadership positions.
High Speed Learners: They process knowledge quickly and can reach 80%+ competency in a new subject matter rather quickly. A growing business that is successful tries new things frequently. We have all lost a lot of money and time on employees who follow the wrong playbook or who wait for someone else within the company to take care of them.
Autodidacts learn by trial and error, osmosis, networking with others, applying first principles, and reading voraciously (articles, newsletters, books, and even social media). Although teaching is wonderful, you won't have time.
Self-scaling: They figure out a means to deal with issues and avoid doing the grunt labor over the long haul, increasing their leverage. Great people don't keep doing the same thing forever; as they expand, they use automation and delegation to fill in their lower branches. This is a crucial one; even though you'll still adore them, you'll have to manage their scope or help them learn how to scale on their own.
Free Range: You can direct them toward objectives rather than specific chores. Check-ins can be used to keep them generally on course without stifling invention instead of giving them precise instructions because doing so will obscure their light.
When people are inspired, they bring their own ideas about what a firm can be and become animated during discussions about how to get there.
Novelty Seeking: They look for business and personal growth chances. Give them fresh assignments and new directions to follow around once every three months.

Here’s what the First Ten types may not be:

Domain specialists. When you look at their resumes, you'll almost certainly think they're unqualified. Fortunately, a few strategically positioned experts may empower a number of First Ten types by serving on a leadership team or in advising capacities.
Balanced. These people become very invested, and they may be vulnerable to many types of stress. You may need to assist them in managing their own stress and coaching them through obstacles. If you are reading this and work at Banza, I apologize for not doing a better job of supporting this. I need to be better at it.
Able to handle micromanagement with ease. People who like to be in charge will suppress these people. Good decision-making should be delegated to competent individuals. Generally speaking, if you wish to scale.

Great startup team members have versatility, learning, innovation, and energy. When we hire for the function, not the person, we become dull and staid. Could this person go to another department if needed? Could they expand two levels in a few years?

First Ten qualities and experience level may have a weak inverse association. People with 20+ years of experience who had worked at larger organizations wanted to try something new and had a growth mentality. College graduates may want to be told what to do and how to accomplish it so they can stay in their lane and do what their management asks.

Does the First Ten archetype sound right for your org? Cool, let’s go hiring. How will you know when you’ve found one?

They exhibit adaptive excellence, excelling at a variety of unrelated tasks. It could be hobbies or professional talents. This suggests that they will succeed in the next several endeavors they pursue.
Successful risk-taking is doing something that wasn't certain to succeed, sometimes more than once, and making it do so. It's an attitude.
Rapid Rise: They regularly change roles and get promoted. However, they don't leave companies when the going gets tough. Look for promotions at every stop and at least one position with three or more years of experience.

You can ask them:

Tell me about a time when you started from scratch or achieved success. What occurred en route? You might request a variety of tales from various occupations or even aspects of life. They ought to be energized by this.
What new skills have you just acquired? It is not required to be work-related. They must be able to describe it and unintentionally become enthusiastic about it.
Tell me about a moment when you encountered a challenge and had to alter your strategy. The core of a startup is reinventing itself when faced with obstacles.
Tell me about a moment when you eliminated yourself from a position at work. They've demonstrated they can permanently solve one issue and develop into a new one, as stated above.
Why do you want to leave X position or Y duty? These people ought to be moving forward, not backward, all the time. Instead, they will discuss what they are looking forward to visiting your location.
Any questions? Due to their inherent curiosity and desire to learn new things, they should practically never run out of questions. You can really tell if they are sufficiently curious at this point.

People who see their success as being the same as the success of the organization are the best-case team members, in any market. They’ll grow and change with the company, and always try to prioritize what matters. You’ll find yourself more energized by your work because you’re surrounded by others who are as well. Happy teambuilding!

More on Leadership

Sean Bloomfield

2 years ago

How Jeff Bezos wins meetings over

We've all been there: You propose a suggestion to your team at a meeting, and most people appear on board, but a handful or small minority aren't. How can we achieve collective buy-in when we need to go forward but don't know how to deal with some team members' perceived intransigence?

Steps:

Investigate the divergent opinions: Begin by sincerely attempting to comprehend the viewpoint of your disagreeing coworkers. Maybe it makes sense to switch horses in the middle of the race. Have you completely overlooked a blind spot, such as a political concern that could arise as an unexpected result of proceeding? This is crucial to ensure that the person or people feel heard as well as to advance the goals of the team. Sometimes all individuals need is a little affirmation before they fully accept your point of view.

It says a lot about you as a leader to be someone who always lets the perceived greatest idea win, regardless of the originating channel, if after studying and evaluating you see the necessity to align with the divergent position.
If, after investigation and assessment, you determine that you must adhere to the original strategy, we go to Step 2.

2. Disagree and Commit: Jeff Bezos, CEO of Amazon, has had this experience, and Julie Zhuo describes how he handles it in her book The Making of a Manager.

It's OK to disagree when the team is moving in the right direction, but it's not OK to accidentally or purposefully damage the team's efforts because you disagree. Let the team know your opinion, but then help them achieve company goals even if they disagree. Unknown. You could be wrong in today's ever-changing environment.

So next time you have a team member who seems to be dissenting and you've tried the previous tactics, you may ask the individual in the meeting I understand you but I don't want us to leave without you on board I need your permission to commit to this approach would you give us your commitment?

Aniket

2 years ago

Yahoo could have purchased Google for $1 billion

Let's see this once-dominant IT corporation crumble.

What's the capital of Kazakhstan? If you don't know the answer, you can probably find it by Googling. Google Search returned results for Nur-Sultan in 0.66 seconds.

Google is the best search engine I've ever used. Did you know another search engine ruled the Internet? I'm sure you guessed Yahoo!

Google's friendly UI and wide selection of services make it my top choice. Let's explore Yahoo's decline.

Yahoo!

YAHOO stands for Yet Another Hierarchically Organized Oracle. Jerry Yang and David Filo established Yahoo.

Yahoo is primarily a search engine and email provider. It offers News and an advertising platform. It was a popular website in 1995 that let people search the Internet directly. Yahoo began offering free email in 1997 by acquiring RocketMail.

According to a study, Yahoo used Google Search Engine technology until 2000 and then developed its own in 2004.

Yahoo! rejected buying Google for $1 billion

Larry Page and Sergey Brin, Google's founders, approached Yahoo in 1998 to sell Google for $1 billion so they could focus on their studies. Yahoo denied the offer, thinking it was overvalued at the time.

Yahoo realized its error and offered Google $3 billion in 2002, but Google demanded $5 billion since it was more valuable. Yahoo thought $5 billion was overpriced for the existing market.

In 2022, Google is worth $1.56 Trillion.

What happened to Yahoo!

Yahoo refused to buy Google, and Google's valuation rose, making a purchase unfeasible.

Yahoo started losing users when Google launched Gmail. Google's UI was far cleaner than Yahoo's.

Yahoo offered $1 billion to buy Facebook in July 2006, but Zuckerberg and the board sought $1.1 billion. Yahoo rejected, and Facebook's valuation rose, making it difficult to buy.

Yahoo was losing users daily while Google and Facebook gained many. Google and Facebook's popularity soared. Yahoo lost value daily.

Microsoft offered $45 billion to buy Yahoo in February 2008, but Yahoo declined. Microsoft increased its bid to $47 billion after Yahoo said it was too low, but Yahoo rejected it. Then Microsoft rejected Yahoo’s 10% bid increase in May 2008.

In 2015, Verizon bought Yahoo for $4.5 billion, and Apollo Global Management bought 90% of Yahoo's shares for $5 billion in May 2021. Verizon kept 10%.

Yahoo's opportunity to acquire Google and Facebook could have been a turning moment. It declined Microsoft's $45 billion deal in 2008 and was sold to Verizon for $4.5 billion in 2015. Poor decisions and lack of vision caused its downfall. Yahoo's aim wasn't obvious and it didn't stick to a single domain.

Hence, a corporation needs a clear vision and a leader who can see its future.

Liked this article? Join my tech and programming newsletter here.

The woman

2 years ago

Why Google's Hiring Process is Brilliant for Top Tech Talent

Without a degree and experience, you can get a high-paying tech job.

Most organizations follow this hiring rule: you chat with HR, interview with your future boss and other senior managers, and they make the final hiring choice.

If you've ever applied for a job, you know how arduous it can be. A newly snapped photo and a glossy resume template can wear you out. Applying to Google can change this experience.

According to an Universum report, Google is one of the world's most coveted employers. It's not simply the search giant's name and reputation that attract candidates, but its role requirements or lack thereof.

Candidates no longer need a beautiful resume, cover letter, Ivy League laurels, or years of direct experience. The company requires no degree or experience.

Elon Musk started it. He employed the two-hands test to uncover talented non-graduates. The billionaire eliminated the requirement for experience.

Google is deconstructing traditional employment with programs like the Google Project Management Degree, a free online and self-paced professional credential course.

Google's hiring is interesting. After its certification course, applicants can work in project management. Instead of academic degrees and experience, the company analyzes coursework.

Google finds the best project managers and technical staff in exchange. Google uses three strategies to find top talent.

Chase down the innovators

Google eliminates restrictions like education, experience, and others to find the polar bear amid the snowfall. Google's free project management education makes project manager responsibilities accessible to everyone.

Many jobs don't require a degree. Overlooking individuals without a degree can make it difficult to locate a candidate who can provide value to a firm.

Firsthand knowledge follows the same rule. A lack of past information might be an employer's benefit. This is true for creative teams or businesses that prefer to innovate.

Or when corporations conduct differently from the competition. No-experience candidates can offer fresh perspectives. Fast Company reports that people with no sales experience beat those with 10 to 15 years of experience.

Give the aptitude test first priority.

Google wants the best candidates. Google wouldn't be able to receive more applications if it couldn't screen them for fit. Its well-organized online training program can be utilized as a portfolio.

Google learns a lot about an applicant through completed assignments. It reveals their ability, leadership style, communication capability, etc. The course mimics the job to assess candidates' suitability.

Basic screening questions might provide information to compare candidates. Any size small business can use screening questions and test projects to evaluate prospective employees.

Effective training for employees

Businesses must train employees regardless of their hiring purpose. Formal education and prior experience don't guarantee success. Maintaining your employees' professional knowledge gaps is key to their productivity and happiness. Top-notch training can do that. Learning and development are key to employee engagement, says Bob Nelson, author of 1,001 Ways to Engage Employees.

Google's online certification program isn't available everywhere. Improving the recruiting process means emphasizing aptitude over experience and a degree. Instead of employing new personnel and having them work the way their former firm trained them, train them how you want them to function.

If you want to know more about Google’s recruiting process, we recommend you watch the movie “Internship.”

Sam Hickmann

3 years ago

A quick guide to formatting your text on INTΞGRITY

[06/20/2022 update] We have now implemented a powerful text editor, but you can still use markdown.

Markdown:

Headers

SYNTAX:

# This is a heading 1
## This is a heading 2
### This is a heading 3 
#### This is a heading 4

RESULT:

This is a heading 1

This is a heading 2

This is a heading 3

This is a heading 4

Emphasis

SYNTAX:

**This text will be bold**
~~Strikethrough~~
*You **can** combine them*

RESULT:

This text will be italic
This text will be bold
You can combine ~~them~~

Images

SYNTAX:

![Engelbart](https://history-computer.com/ModernComputer/Basis/images/Engelbart.jpg)

RESULT:

Videos

SYNTAX:

https://www.youtube.com/watch?v=7KXGZAEWzn0

RESULT:

Tweets

SYNTAX:

https://twitter.com/samhickmann/status/1503800505864130561

RESULT:

Blockquotes

SYNTAX:

> Human beings face ever more complex and urgent problems, and their effectiveness in dealing with these problems is a matter that is critical to the stability and continued progress of society. \- Doug Engelbart, 1961

RESULT:

Human beings face ever more complex and urgent problems, and their effectiveness in dealing with these problems is a matter that is critical to the stability and continued progress of society. - Doug Engelbart, 1961

Inline code

SYNTAX:

Text inside `backticks` on a line will be formatted like code.

RESULT:

Text inside backticks on a line will be formatted like code.

Code blocks

SYNTAX:

'''js
function fancyAlert(arg) {
if(arg) {
$.facebox({div:'#foo'})
}
}
'''

RESULT:

function fancyAlert(arg) {
  if(arg) {
    $.facebox({div:'#foo'})
  }
}

Maths

We support LaTex to typeset math. We recommend reading the full documentation on the official website

SYNTAX:

$$[x^n+y^n=z^n]$$

RESULT:

$[x^n+y^n=z^n]$

Tables

SYNTAX:

| header a | header b |
| ---- | ---- |
| row 1 col 1 | row 1 col 2 |

RESULT:

header a	header b	header c
row 1 col 1	row 1 col 2	row 1 col 3

wordsmithwriter

2 years ago

2023 Will Be the Year of Evernote and Craft Notetaking Apps.

Note-taking is a vital skill. But it's mostly learned.

Photo by PNW Production: https://www.pexels.com/photo/a-wooden-pencil-beside-a-mechanical-pencil-8250935/

Recently, innovative note-taking apps have flooded the market.

In the next few years, Evernote and Craft will be important digital note-taking companies.

Evernote is a 2008 note-taking program. It can capture ideas, track tasks, and organize information on numerous platforms.

It's one of the only note-taking app that lets users input text, audio, photos, and videos. It's great for collecting research notes, brainstorming, and remaining organized.

Craft is a popular note-taking app.

Craft is a more concentrated note-taking application than Evernote. It organizes notes into subjects, tags, and relationships, making it ideal for technical or research notes.

Craft's search engine makes it easy to find what you need.

Both Evernote and Craft are likely to be the major players in digital note-taking in the years to come.

Their concentration on gathering and organizing information lets users generate notes quickly and simply. Multimedia elements and a strong search engine make them the note-taking apps of the future.

Evernote and Craft are great note-taking tools for staying organized and tracking ideas and projects.

With their focus on acquiring and organizing information, they'll dominate digital note-taking in 2023.

Pros

Concentrate on gathering and compiling information
special features including a strong search engine and multimedia components
Possibility of subject, tag, and relationship structuring
enables users to incorporate multimedia elements
Excellent tool for maintaining organization, arranging research notes, and brainstorming

Cons

Software may be difficult for folks who are not tech-savvy to utilize.
Limited assistance for hardware running an outdated operating system
Subscriptions could be pricey.
Data loss risk because of security issues

Evernote and Craft both have downsides.

The risk of data loss as a result of security flaws and software defects comes first.
Additionally, their subscription fees could be high, and they might restrict support for hardware that isn't running the newest operating systems.
Finally, folks who need to be tech-savvy may find the software difficult.

Evernote versus. Productivity Titans Evernote will make Notion more useful. medium.com

Tom Smykowski

2 years ago

CSS Scroll-linked Animations Will Transform The Web's User Experience

We may never tap again in ten years.

I discussed styling websites and web apps on smartwatches in my earlier article on W3C standardization.

The Parallax Chronicles

Section containing examples and flying objects

Another intriguing Working Draft I found applies to all devices, including smartphones.

These pages may have something intriguing. Take your time. Return after scrolling:

What connects these three pages?

JustinWick at English Wikipedia • CC-BY-SA-3.0

Scroll-linked animation, commonly called parallax, is the effect.

WordPress theme developers' quick setup and low-code tools made the effect popular around 2014.

Parallax: Why Designers Love It

The chapter that your designer shouldn't read

Online video playback required searching, scrolling, and clicking ten years ago. Scroll and click four years ago.

Some video sites let you swipe to autoplay the next video from an endless list.

UI designers create scrollable pages and apps to accommodate the behavioral change.

Web interactivity used to be mouse-based. Clicking a button opened a help drawer, and hovering animated it.

However, a large page with more material requires fewer buttons and less interactiveness.

Designers choose scroll-based effects. Design and frontend developers must fight the trend but prepare for the worst.

How to Create Parallax

The component that you might want to show the designer

JavaScript-based effects track page scrolling and apply animations.

Javascript libraries like lax.js simplify it.

Using it needs a lot of human mathematical and physical computations.

Your asset library must also be prepared to display your website on a laptop, television, smartphone, tablet, foldable smartphone, and possibly even a microwave.

Overall, scroll-based animations can be solved better.

CSS Scroll-linked Animations

CSS makes sense since it's presentational. A Working Draft has been laying the groundwork for the next generation of interactiveness.

The new CSS property scroll-timeline powers the feature, which MDN describes well.

Before testing it, you should realize it is poorly supported:

Firefox 103 currently supports it.

There is also a polyfill, with some demo examples to explore.

Summary

Web design was a protracted process. Started with pages with static backdrop images and scrollable text. Artists and designers may use the scroll-based animation CSS API to completely revamp our web experience.

It's a promising frontier. This post may attract a future scrollable web designer.

Ps. I have created flashcards for HTML, Javascript etc. Check them out!

Even In a Crazy Market, Hire the Best People: The "First Ten" Rules

More on Leadership

How Jeff Bezos wins meetings over

Yahoo could have purchased Google for $1 billion

Yahoo!

Yahoo! rejected buying Google for $1 billion

What happened to Yahoo!

Why Google's Hiring Process is Brilliant for Top Tech Talent

Chase down the innovators

Give the aptitude test first priority.

Effective training for employees

You might also like

A quick guide to formatting your text on INTΞGRITY

Headers

SYNTAX:

RESULT:

This is a heading 1

This is a heading 2

This is a heading 3

This is a heading 4

Emphasis

SYNTAX:

RESULT:

Images

SYNTAX:

RESULT:

Videos

SYNTAX:

RESULT:

Links

SYNTAX:

RESULT:

Tweets

SYNTAX:

RESULT:

Blockquotes

SYNTAX:

RESULT:

Inline code

SYNTAX:

RESULT:

Code blocks

SYNTAX:

RESULT:

Maths

SYNTAX:

RESULT:

Tables

SYNTAX:

RESULT:

2023 Will Be the Year of Evernote and Craft Notetaking Apps.

Pros

Cons

CSS Scroll-linked Animations Will Transform The Web's User Experience

The Parallax Chronicles

Section containing examples and flying objects

Parallax: Why Designers Love It

The chapter that your designer shouldn't read

How to Create Parallax

The component that you might want to show the designer

CSS Scroll-linked Animations

Summary