The Art of Hiring: Lessons from a True Talent Expert
Opportunities are unlocked, skills are displayed, and futures are built during interviews. The interview process is a shared experience that links us all, regardless of professional experience or where you are in your career.
Even if you've never walked in the shoes of a hiring manager and have no intention of doing so, chances are you've been on the other side of the table (or camera, given the prevalence of remote work). You've probably thought long and hard about what to say, what not to say, and how to position yourself as the best possible candidate.
In the new episode of the DoF podcast, we have the honour of hearing from Jordan Mazer, Head of Talent at a16z Games. He is here to clarify the typical dos and don'ts from the viewpoints of both the hiring manager and the job applicant.
I'll emphasise these key takeaways in the blog post, giving you a comprehensive grasp of the interviewing process. However, I strongly suggest listening to the podcast to hear the entire conversation between Mishka and Jordan as they cover a wider array of topics.
Jordan has over ten years of expertise in human resources and talent acquisition, and his outstanding career path has included stops at Amazon, Scopely, Riot, and, most recently, a16z. His work life is a tribute to resiliency, grasping unanticipated opportunities, and a never-ending dedication to assisting others in doing the same. He offers a plethora of experience and expertise to the venture capital industry, which he now navigates, in addition to being skilled at negotiating the difficulties of hiring in both startups and larger organizations.
But before we dive into his insights, let's first acquaint ourselves with a16z Games and the pivotal role Jordan plays in shaping its future.
a16z Games: Building the Future of Games
a16z, a top venture capital firm, isn't about numbers on payroll, but rather about managing extensive assets and a diverse array of companies. This unique position lets them craft specialized roles, setting them apart in the venture capital arena.
They stand out by offering tailored support to companies spanning biotech, cryptocurrency, gaming, and more. Experts armed with industry insights bring not just guidance but impactful connections to the table.
The Head of Talent at a16z Games wears many hats, all vital to portfolio companies' success. Their mission? Linking the right talent with the right opportunities, nurturing a hub of innovation. Jordan's wisdom illuminates the dynamic venture capital world.
While Jordan's daily tasks vary, his compass remains fixed on key goals. Everything he does, from advising on hiring strategies to connecting investors and talent, fuels the growth of portfolio companies. It's a thrilling journey where innovation meets venture capital, and success is the destination.
Scaling Support for the Portfolio
Effectively managing a diverse portfolio, each at different stages of development, is no small feat. At a16z Games, Jordan plays a pivotal role in supporting these ventures, offering three core services:
Off-the-Shelf Resources: a16z Games provides a treasure trove of accessible resources, including job descriptions, interview guides, and best practices for closing job offers. These resources act as invaluable tools for portfolio companies, streamlining their hiring processes.
Guidance: In the ever-evolving world of venture capital, guidance is essential. a16z Games offers multifaceted guidance, from immediate advice on specific hiring challenges to seeking insights about potential hires. Their network of experts enriches decision-making for portfolio companies.
Network: Leveraging an extensive network is central to a16z's strategy. They bridge portfolio companies with suitable candidates and aid in building robust recruiting structures and effective interview processes. While they complement rather than replace in-house teams, their support significantly enhances the hiring process.
Jordan acknowledges that while providing resources and guidance is relatively straightforward, networking, the third pillar, can be intricate due to the portfolio's sheer scale.
To overcome this challenge, a16z aims to establish a potent inbound talent funnel. By leveraging their brand and reputation, they seek to attract talent who may not have considered startups or may be uncertain about where to start. This creates a central point of contact, streamlining talent acquisition across the entire portfolio.
In essence, managing a portfolio of companies requires tailored assistance, reflecting the ever-evolving nature of venture capital, where adaptability and innovation are key.
Crafting an Effective Interview Process: Avoiding Common Pitfalls
What makes a good interview? Is it the one where you get hired at the end? Well, you might think so, but there's more to it than meets the eye.
As Jordan emphasizes, a successful interview process contains three essential qualities that pave the way for success.
Clarity. Both the applicant and the hiring manager should be on the same page when it comes to all the steps of the process. Everyone involved should know the assessment criteria, the steps involved, and what to expect at each stage. This clarity reduces confusion and anxiety for candidates and streamlines the process for the team.
Efficiency. It should not waste time for the sake of filling the time slot. Recognize that everyone’s time is valuable and ensure it doesn't deter top talent or widen the gap between the company and the candidate.
Relevant assessment is another one. The interview process should focus on assessing the skills and behaviors directly related to the job. Avoid unnecessary assessments that don't contribute to forecasting success in the role.
Now, let’s get to the part that concerns most of us - what are the Common Pitfalls to Avoid?
Stressful as interviews often are, I have personally found myself dreading being in some of these situations:
Wasted Interview Time: Every minute of interview time is valuable. Wasting it on irrelevant or duplicated assessments is a costly mistake. Wasted interview time can result in hiring the wrong candidate or missing out on the right one.
Duplicated Assessment: Having multiple interviewers assess the same skills without clear intention can lead to redundancy. Ensure that each interviewer has a specific role and focus to avoid duplicated assessments, which can frustrate candidates and lengthen the process unnecessarily.
Misunderstanding the Role: Failing to clarify the role and the required skills upfront can lead to confusion and misalignment throughout the interview process. Before starting interviews, ensure everyone understands what the job entails and what behaviours are expected.
Antagonistic Interviewing: Purposefully creating an antagonistic interview environment to test candidates' reactions is counterproductive. It may lead to candidates declining job offers, even if they pass the test. Instead, focus on assessing how candidates handle stress in a more constructive manner.
Unstructured Interviews: Conducting interviews without a clear structure can result in inconsistent assessments and vague feedback. Structured interviews with predefined questions and evaluation criteria provide a more objective and fair evaluation of candidates.
Inappropriate Panel Interviews: Panel interviews, where a candidate is interviewed by a large group, may not be suitable for all roles. Consider the natural requirements of the position and whether a panel interview is necessary to avoid creating negative experiences for candidates.
Crafting an effective interview process is a vital aspect of building a strong team. A good interview process is characterised by clarity, efficiency, and relevance in assessments.
By avoiding common pitfalls such as wasted time, duplicated assessments, and misunderstandings, organisations can streamline their hiring processes and attract top talent. A well-designed interview process benefits both candidates and the hiring team, ultimately leading to better hiring decisions and a stronger workforce.
The Power of Company Culture in Hiring: Insights from Jordan
Mishka brings up the important topic of culture - what exactly does culture mean in the context of hiring, and why is it so crucial?
As Jordan rightly puts it, culture is a term that frequently surfaces in hiring discussions, yet it often remains elusive and vaguely defined. It's a concept that holds immense importance but can be challenging to articulate. So, why is hiring for cultural fit such a pivotal factor, and how can we seamlessly integrate it into our hiring processes?
Jordan simplifies this complexity with an analogy: think of relationships, sports teams, and then companies. Each has its unique dynamics, just as companies do. It's not about a singular uniform culture, but one that aligns with the company's goals, product, and market.
Jordan's expertise underscores the importance of moving beyond the vague notion of culture:
“I wanna be careful about using the word “culture” because I think it's a lazy thing. I think people say “culture” because they haven't done the work to define and articulate what they mean in terms of behaviours or values and why they're important in the organisation.”
Jordan provides an illuminating example from Riot Games to underscore the critical role of clearly delineating company culture throughout the hiring process. At Riot, they place a strong emphasis on customer orientation, which they refer to as "Player Focus." This focus is meticulously deconstructed into five specific components: setting expectations, anticipating needs, resolving issues, building relationships, and self-adopting. What sets Riot's approach apart is their precision—rather than vague ideals, they offer tangible, real-world scenarios, ranging from subpar to outstanding, for each behavioral aspect. By doing so, they eliminate ambiguity when discussing "culture." The result? A workplace where every team member comprehends these principles with exactitude.
This not only enriches their work environment but also streamlines their hiring process, providing clear benchmarks for evaluating candidates' cultural fit.
Practical Tools for Hiring Against "Culture"
To successfully hire against your well-defined "culture", Jordan recommends starting by meticulously articulating your company's values and behaviours. This forms the foundation for designing an interview process that assesses candidates against these specific attributes.
Structured interviews play a pivotal role in this process, as Jordan emphasises. Ensure that interviewers ask candidates for examples that demonstrate alignment with your defined behaviours. This approach provides concrete evidence to evaluate cultural fit.
Additionally, Jordan advises avoiding factionalized interviewing, which can lead to the emergence of isolated subcultures within a company. Encourage cross-functional interviews to maintain a cohesive cultural fabric.
In essence, culture is not a nebulous term but a well-defined, living entity within an organisation. It's not about "culture" but about "culture"—an explicit, actionable framework that unites your team and shapes your hiring process.
Now, let’s move to the other side of the table (or camera) and see what the hiring process looks like from the point of view of the aspiring professional.
Let's talk about something on every job seeker's mind: how to assess a job opportunity wisely.
Evaluating Job Opportunities
Jordan's advice starts with a broad view. When considering a job, don't just focus on immediate perks like salary and title. Look at the bigger picture – what's happening in the market and your belief in the company's potential.
Jordan puts it this way:
"Here's the market question you need to think about: What is the market doing? And then, do I believe in the company in this space? I think a lot of people are super shortsighted on this. They think - what's my base salary? You know, what am I gonna get right out of the gate? What's my title? And it's like, man, you're losing sight. You gotta look way past all of that."
Understanding market dynamics is crucial. Take gaming, for example – a growing industry with high potential, recognized talent demand, and opportunities for rapid growth.
Another key point to consider is the role of leadership. Jordan's journey at Riot Games highlights the value of trusting your managers, especially when you have a pre-existing relationship with them. It's not just about having faith in the product; it's equally about having confidence in yourself as an individual. Jordan's willingness to accept a 50% pay cut clearly illustrates the importance of long-term thinking when making career decisions.
Of course, this approach may not suit everyone, especially those with financial commitments. In such cases, the company may not be the right fit.
Securing Your Dream Job and Bigger Bag
Congratulations! You've reached the most exciting part of our discussion, where Jordan shares valuable insights on the art of negotiating a job offer. In today's ever-changing job market, knowing how to secure a more substantial compensation package can make a world of difference in your career journey.
1. Start with a positive mindset
To kick things off, it's essential to understand that great companies value competitive compensation. They aim to pay you what you're worth, not shortchange you. Instead of assuming the worst, shift your mindset to recognize that they want to keep you happy and onboard because they recognize your value. This shift in perspective sets the stage for constructive negotiations.
2. Guard Your Information
When you're enthusiastic about a company, it's easy to overshare during interviews. Here's a tip: reveal as little as possible upfront. Avoid disclosing your salary expectations or specific demands like a particular title. Keeping these cards close to your chest prevents the company from tailoring their offer too easily and keeps them guessing about your priorities beyond money.
3. Impress Them
Throughout the interview process, aim to be an exceptional candidate. Go above and beyond expectations. Showcase your deep understanding of the company's business and even its competitors. Demonstrate your passion for the company and its mission. This not only showcases your enthusiasm but also paints you as a valuable asset to their team.
4. Show Gratitude and Practicality
When you receive the offer, respond with a genuine sense of gratitude. Express your appreciation for their belief in your potential and extend your thanks for the offer. When discussing compensation, avoid framing it solely in terms of what you can earn or what's considered competitive in the market. Instead, focus on what you need to lead a comfortable life. If necessary, you can provide a discreet reason for your request, such as financial commitments like a mortgage.
5. Be Realistic
Lastly, maintain a sense of realism when it comes to your compensation expectations. Keep in mind that an extremely high base salary might not be sustainable for a company. If you encounter such an offer, don't hesitate to inquire about the company's financial health and future plans. Also, exercise caution when considering a top-of-band position. While it may be flattering, it can sometimes subject you to closer scrutiny. In many cases, starting in a standard position, excelling in your role, and allowing the company to recognize your value over time can be the wiser choice.
Navigating offer negotiations can be a complex journey, but with the right approach, you can not only secure a better offer but also pave the way for a fulfilling and prosperous career.
Remember, it's a mutually beneficial process. Companies seek to retain top talent, and you should ensure that the offer aligns with your life needs and career aspirations. So, move forward confidently and secure the offer that's rightfully yours!
