When Priyanka Jain, co -founder and general director of the Mikrobiome vagina test and care company Evvy, employs, she knows what She wants see at the candidate.
She is looking for Someone “who goes beyond what the title of the work tells you,” he says. This may mean embracing the “interests” section in the CV, which lists volunteering or external projects, or simply illustrating your passion for your field with achievements at work.
He also knows what he doesn't want to see with the candidate: someone who is interested only in the strategy. When the execution is “outside their genius zone,” he says: “It's always a bit disturbing.”
“Everyone must be able to do both”
Every company needs people who strategist about how to improve business as well as people who do. But during a startup, in which staff and resources are limited: “You don't have the luxury of having strategies and people of performance,” says Jain.
Each person must be able to “find out what the problem is,” he says, plus: “You must also be able to get into weeds, come up with a solution, write them yourself, enter the world.”
At the end of the day, when it comes to strategy and performance during the startup, “everyone must be able to do both.”
“The level of detail in which someone is able to get” can be a clue
To pull out whether candidates can both take up and roll up their sleeves, Jain asks about the problem they had in the previous company and how they solved it.
“The level of detail that someone can get into because they refer to the process, not just the results, says a lot about how they were actually” – he says. If they can explain exactly what steps he took to solve the problem, they probably took these steps themselves – and they could do it again to solve the problems in their next company.
The second element of Jain in the candidate's response is their attitude. “If they are excited about both sides,” he says – it's always a really good sign. “They bring this level of enthusiasm to proceedings.
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