Building a winning team
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The document discusses building a winning team through recruiting star players and world-class talent. It provides tips for the hiring process such as selling the opportunity before interviewing, making the process competitive, using both direct hiring and recruiters, designing job roles around organizational needs rather than individuals, and thoroughly vetting candidates with references. The ideal candidates are described as being world class in 3-4 key areas and having a track record of winning.
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Building a winning team
- 1. Chris Tottman @NotionCapital Building a winning team: Recruiting Star Players
- 2. Chris Tottman @NotionCapital FUNDS 6 Inv. 20 to go 9 Inv. 4 Fund Ret. $30m $110m 2000 Cos Reviewed
- 3. Chris Tottman @NotionCapital $1 billion 2k jobs 7yr Hot 100
- 4. Chris Tottman @NotionCapital 9yrs to build 9m users 20k customers $150m revenues $700m exit 0 to 650 people MessageLabs
- 5. Chris Tottman @NotionCapital 30 Biggest SaaS providers solved the 3 biggest challenges facing every founder/CEO: Acquiring capital Consuming customers Hiring the best talent We believe category leadership is a talent driven economy
- 6. Chris Tottman @NotionCapital You must fill the gaps with world class talent & remain capital efficient You have to continue to out hire the competition in each area YoY
- 7. Chris Tottman @NotionCapital What we look for: Cultural View
- 8. Chris Tottman @NotionCapital The Big Questions Early - Winners are always winners so tell me about your track record of winning? Early - Whats the gap btw what we need and where you're strong? (needs analysis) Middle Deeper analysis of the above Final - How will you transform our business? (whats in it for us) Final - How will you migrate into our business over 100 days?
- 9. Chris Tottman @NotionCapital Top Tips Selling then Interviewing Exciting then formal (but always expressing the entrepreneurial personality) Make it competitive Direct & Recruiters (an extension of your Exec) Design the Org in detail & then hire explicit to that (don't design jobs around people) They have to be world class in 3 or 4 areas not good at a long list of areas Everyone can blackball any candidate with good reason Loads of formal and soft references all the way through Go for a pint / dinner
- 10. Chris Tottman @NotionCapital Smart & a little mad? Big Market & Big Pain? Scalable Business? Lets Talk ctottman@notioncapital.com www.notioncapital.com
Editor's Notes
- #3: Notion to date
- #4: Pre-2008
- #5: MessageLabs data suggest adding staffing and staff growth figures to this perhaps?
- #6: Bessemer 5 Cs of Cloud FinanceCommitted Monthly Recurring Revenue, Annual Recurring Revenue, Annual Run Rate RevenueCas
- #8: Its what we look for, so do the candidates
- #9: I would avoid obvious stuff and go for experience based insights
- #10: I would avoid obvious stuff and go for experience based insights