When it comes to building the best product, founders know what they’re looking for: something that eases the lives of customers. This can be something that improves everyday tasks or even a gotta-have they didn’t even know they needed before. So why is it that when it comes to assembling the team that will bring this product to reality, founders and leaders don’t use the same methodologies to find the talent they need?
The story of Lynn Conway is a perfect example of how true talent shines regardless of roadblocks or rejection from those who are unwilling to evolve and grow. Her work in IBM between 1964 and 1968 led to innovations and tech advancements of which we as a society benefit today. Yet she was fired after a manager notified the CEO that she was in the midst of transitioning from male to female. Not only did she lose her job and income, but California Social Services made it so she couldn’t even visit her children.
Lynn had to rebuild her entire life and career from nothing. She could no longer present her MIT diploma since it was made to her dead name, nor could she refer to her work at IBM because it would out her. Instead she found work as a contract programmer, a far cry from her senior role. Slowly she ascended the ranks, becoming a top researcher and working for the US Department of Defense and University of Michigan. Her talent was undeniable, even if some people were too prejudiced to see or value it.
Perhaps you’re thinking that Lynn’s story is one in a million. However, consider the fact that recent massive layoffs and an unsteady political and economic climate have uprooted or drastically affected the lives of so many of us. If it were you, would you like to be judged by your talent or what others perceive at first glance? If you’re building a product that will change the game, you need trailblazers and they usually color outside the lines, trying out different paths of work, study, even having gaps in their CV.
Which Skills Trump Experience?
If we consider the fact that the startup world is mostly made up by self-taught scrappy innovators, why are we still blinded by someone’s academic history or recent industry experience? A great engineer who’s been focused on fintech has the skill to create robust products that require attention to detail. It’s about how their unique know-how can be redirected towards a different industry or customer base.
Grit is another skill that founders and hiring managers should consider when finding talent. An applicant with the ability to adapt and evolve despite the landscape or crises is unlikely to get discouraged by a roadblock. Anyone who’s had to pivot after years on a particular track has grown in resilience and transformation. Teams with a focus on creating innovative solutions and products will only benefit from the capability to not get scared of starting from scratch even if they’re half-way through an idea.
Think Beyond Your Borders
The term outsourcing tends to get a bad rep as some have related it to being cheaper labor with lower quality. Yet, in reality how true is this? With the right training and support, as well as communication, teams can be cohesive and work together asynchronously in order to meet deadlines and deliver KPIs.
Teammates in another timezone or with a first language that’s different from yours can provide unexpected benefits, such as new perspectives. You can even better support customers in different locations or find new target clients.
Hiring Outside the Box
Building the best team for your company is crucial and can make or break your releases. Taking new approaches and seeing candidates for their skills and resilience can make a huge difference. Ongoing training for managers and leaders can also ensure that new hires are properly supported toward success.
You can build a great product, once you assemble the team you need. What skills are you looking for?
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