Romeen Sheth, expert in hiring top talent, shares 3 frameworks related to talent: choosing where to work, developing a personal working guide, and switching roles. He emphasizes rigor and thoughtfulness in evaluating career decisions, substance over perks in hiring, and the importance of person-problem fit. Listeners are encouraged to utilize these frameworks for career decisions.
Evaluate company-market fit, person-company fit, and person-problem fit when choosing where to work.
Develop a personal working guide to improve effectiveness and reduce workplace conflicts, tailoring it to individual nuances.
Deep dives
Framework 1: How to Choose Where to Work
Choosing where to work should be evaluated with the same rigor as making investment decisions. Evaluate company-market fit, considering metrics, traction, burn, valuation, strategy, business model, competition, and customer satisfaction. Assess person-company fit, emphasizing contributing to a winning team over position. Consider day-to-day responsibilities, team dynamics, attrition rates, and reasons people stay. Evaluate person-problem fit, considering long-term commitment, skills needed, industry alignment, and belief in personal excellence in that domain. Writing a career memo analyzing opportunities across these dimensions can help make informed decisions.
Framework 2: How to Develop a Personal Working Guide
Developing a personal working guide can improve effectiveness and reduce workplace conflicts. Recognize the importance of style compatibility and breed a company's creativity, intelligence, and energy. Design a personal working guide divided into personality type, operating principles, and communication style. Reflect on energy sources, areas of improvement, pet peeves, and personal goals. Define how to work, collaborate, problem solve, and communicate. Be explicit and specific, tailoring the guide to individual nuances. A personal working guide benefits everyone, from CEO to entry-level employees.
Framework 3: How to Switch Roles
Career trajectories are not linear, but filled with ups and downs. Embrace the idea that careers involve peaks, valleys, and change. Overcome fear, insecurity, ego, and resistance when switching roles. Evaluate four factors: peak (potential upside), velocity (speed of progress and compounding), endurance (sustainability over time), and personal fit (emotional response). Envision success and assess how it aligns with personal fulfillment. Consider the potential for growth, pace, and personal compatibility. Understanding the normality of non-linear career paths can alleviate constraints and guide decision-making.
Episode 32: Romeen Sheth (@RomeenSheth) steps in for a guest founder’s journal to share his 3 frameworks related to talent. These simple, but effective frameworks can help any founder hire the right talent to make their organization successful. Not a founder? This also benefits those who are looking for a career change or evaluation by knowing when it's time transition into a new role and how to approach it.
Timestamps:
(00:52): Intro
(01:58): Framework 1 - how to choose where to work
(05:28): Framework 2 - develop a personal working guide