Effective and Efficient Recruiting

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In job interviews, almost always candidates will try to paint themselves in the most positive, enthusiastic light possible. But six months later they are extremely unenthusiastic and uninterested in half of those things. If you can't find that place and you need to let them go, what does that conversation look like? And this gets a follow up question from me, which is related to recruiting. What are some of your thoughts and recommendations for effective and efficient recruiting?

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Matt Mochary (@mattmochary) coaches the heads of top Silicon Valley tech investment firms and companies on how to be the best leaders and build the best organizations possible. His philosophy and method are captured in both the Mochary Coaching Methodology (which is available as a free Google Doc) and in his book The Great CEO Within, which is available on Amazon and online (also as a free Google Doc).

As a former founder, CEO, and investor, Matt knows firsthand the challenges of those roles as well as solutions to the most commonly encountered problems. His coaching is not questions-only; there is real guidance. Matt specializes in helping CEOs and their companies (or investment firms) transition from freewheeling startups to dominant enterprises.

Please enjoy!

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[05:36] Fear and anger give bad advice.

[10:23] Dispelling dating dread.

[17:19] The power of prediction.

[27:07] Next actions.

[30:56] Turning conversations into action items.

[33:36] Accountability for introverts and extroverts.

[38:20] What is Focusmate?

[40:23] Separating decision from implementation.

[44:43] Firing well.

[51:33] Effective and efficient recruiting.

[1:01:41] Getting honest feedback from past managers.

[1:04:10] The energy audit.