Counter argument: Only insane people have purpose…
What is the Purpose of Life? - Sadhguru
2,516 karma · joined May 28, 2013
What is the Purpose of Life? - Sadhguru
True.
I was a 30 year old hiring manager, once guilty of ageism.
In spite of my gut instincts, we hired a gray haired ‘old guy’ well into his 50’s.
I had concerns, could he keep up with us? Would he have the energy and stamina required?
But we needed someone urgently and my colleagues felt he was a good fit. So, I went along willing to give him a trial.
Turns out, I was a total dope.
He quickly became an informal team lead, amazingly efficient in managing people and projects.
And above all, well respected in our company.
Over the years— he turned down multiple manager promotion offers. Quite insistent, he didn’t want the headaches… smart guy!
Just to let you know, We see you!
And yes, donations sent.
Keep up your spirits and good work. Please take care!
Think WHO, not How.
Build out your own a strategic org chart of the people WHO really get things done in the new company.
Reach out to individuals for a simple introduction— see where your circles overlap.
Assuming good tonality, ask WHO you should speak to next?
Look for the outliers and power connectors. Those guys who seem to know and really get along well with everyone.
Personal experience— my second week on the job, I met a British Ex-Pat who ran our São Paulo sales office. He became my linchpin to all our overseas operations.
Since SaaS clients are ideally who you want to serve, why not target those first?
If you’re looking to gain experience, build-up your portfolio—- try working for an established agency already working in that niche. Essentially, learn the business on someone else’s dime.
From your leadership teams POV does this look like a good strategic match?
There are numerous scenarios— The Acquirer might want just the IP, or Client Relationships, often they will want to retain key staff.
Good food for thought on Surviving M&A > https://hbr.org/2017/03/surviving-ma
Brilliant food for thought! Thank you
Hiring executives are largely divorced from the recruiting process.
Instead, they task low-level HR flunkies with identifying, assessing, and attracting talent.
Good talent constantly get overlooked, rejected, or more frequently turned-off.
Oddly, an insightful comment.
What does a company that actually cares about my well-being and future success look like?
WHO do you want serve? Think potential end-users or clients.
Is there a community or market niche that might best benefit from your experience and expertise?
The portfolio companies at Lowercarbon Capital are doing interesting mission-driven work. > https://lowercarboncapital.com/companies/
There are certainly some eye-popping compensation packages out there these days.
Basic rule of thumb: recruiting at the $1M level requires a certain finesse and sophistication to engage high caliber prospective talent.
Coming at me cold with a $1M tease, just sounds bogus.
HR is an easy target to blame.
The true culprit is leadership. More and more line managers are divorced from the actual process of developing, promoting, and retaining employees.
Of course managers will pushback, saying ‘isn’t that HR’s job after all?’ So no one takes responsibility.
This also largely explains the huge churn of talent in the Great Resignation.
Hilarious!
The higher-ups may also perceive you as junior. Their POV, in order to earn your stripes— you’ve first got to put in the time.
Unfortunately, most big companies are not very smart about career pathing. Which is to say, developing and promoting their people from within.
What to do? Promote yourself—
Even you still feel slightly Junior— another company out there will value your accumulated experience and expertise. And importantly, willing to compensate you.
Rotate your environments-getting out of your rut by literally changing your physical surroundings throughout the day or week.
> https://www.goodreads.com/en/book/show/35604684-willpower-do...
The Challenge finding ‘Good Clients’, the ones who respect and appreciate what you do. The ones who pay well and on-time.
Which is to say, learn how to qualify a good potential client upfront. Don’t be afraid to turn down opportunities that don’t match-up.
Relative to helping the ecosystem— evolve or die proposition.
If hiring talent is mission critical—- put your Top People on the task.
Don’t give this job to HR flunkies and hope they’ll find someone good.
It’s happening in Colorado, where there’s a similar law. > https://www.9news.com/article/news/investigations/job-postin...
Brilliant!
Only you can decide it’s time to take massive action. This applies to health, relationships, and careers. Lots of examples over over-the-hill comeback kids out there.
Consider looking for remote friendly companies based outside your home market.
But don’t look for a job. Instead, look for the individual you can best help.
Next, hop on LinkedIn. Sort for individual profiles. Try different keywords, industries/verticals/markets. Use titles, ex: CTO, VP or Director of Engineering, etc… Very quickly you should have a hit list of interesting potential employers.
Now— Reach out to them direct for an exploratory conversation.
Robust list of companies aiming to help the planet here > https://lowercarboncapital.com/companies/
> Food has become central to defence types as part of the changing nature of war, which may be less about missiles and more about the resilience of highly technical, connected systems, like agriculture. All of which leads to Darpa, where Jahn’s newly announced food security programme is launching with the goal of completely upending how nutrients are produced and distributed. If the agency is successful, not only will food security dramatically improve, but agricultural carbon emissions could be cut to a tiny fraction of what they are today — basically to whatever it takes to power the appliances in your home.
Eventually, (and without warning) you may be called upon to make key decisions for them.
> https://moneywise.com/managing-money/retirement-planning/ess...
Incidentally, highly recommend -
The Body Keeps the Score: Brain, Mind, and Body in the Healing of Trauma
> https://www.goodreads.com/book/show/18693771-the-body-keeps-...
To be fair— recruiting users is a sales/marketing process. There may be someone on your team more naturally disposed to this task.
Still — it’s solid advice to go out and talk to your customers.
Good food for thought from PG >
Next, hop on LinkedIn. Sort for individual profiles. Try different keywords, industries/verticals/markets. Use titles, ex: CTO, VP or Director of Engineering, etc…
Very quickly you should have a hit list of interesting potential employers.
Now— Reach out to them direct for an exploratory conversation.
Try sorting individual profiles on LinkedIn. Start reaching out one-by-one, with personalized messages.
It’s time consuming, you’ll get tons of rejection. But the individuals who do respond favorably will be pure gold.