Unlocking High Performance

The Secret Lies in Hiring for Slope over Y-Intercept

The Y-Intercept Conundrum

Most great start-up founders had a Tenzig, an unexpected genius who was a happy accident hire that changed the destiny of their early venture—that’s your high slope employee. The aim of the interview process is to identify the precise point where the candidate’s skill set aligns with a singular point like a y-intercept. If it meets or surpasses that predetermined threshold, the candidate is deemed suitable and welcomed aboard.This methodology may prove effective for companies that embrace slow growth, content with the comfort of business as usual in the foreseeable future. In such cases, the y-intercept confidently remains above the threshold for an extended period, serving as sufficient justification for the hiring decision. However, for fast-growing companies, particularly startups experiencing rapid expansion year after year or quarter after quarter, the y-intercept swiftly descends below the required threshold. Consequently, the newly recruited candidate finds themselves adrift, unable to navigate the demanding terrain and perform at the expected level.

The Predicament: It's Not the Candidate's Fault

It is crucial to grasp the essence of this predicament: it is not the candidate’s fault. They simply could not cultivate their skills at the same pace as the company’s meteoric growth. I have witnessed far too often hiring managers in search of Ivy League or FAANG candidates without realizing the scarcity of resources, the need to overcome obstacles, and the scrappiness required, which these Ivy League and FAANG candidates may not have encountered.Therefore, when embarking on the intricate journey of the hiring process, I prioritize the assessment of the candidate’s slope over fixating on the y-intercept. While the y-intercept retains some significance, it is the slope that truly holds the key to unlocking long-term success within the company.

High Slope Candidates: Unleashing Long-Term Success

High slope candidates are often delightful surprises that don’t fit the mold, yet possess a sharp intellect and something about them urges us to take a risk. It becomes imperative to gauge whether a candidate possesses the innate capacity to rapidly acquire new skills, to adapt at the accelerated velocity demanded by the company.We can observe a similar pattern among the founders of iconic brands who gracefully step aside from their positions as their startups ascend to new heights, paving the way for more seasoned CEOs. This transition occurs because the founders possess a lower slope than what is necessary to keep pace with their company’s exponential growth.The achievements of these extraordinary individuals, the masterminds behind iconic brands, assume an even more awe-inspiring aura when contemplated in this light. They consistently expand their skill sets in harmony with their companies, enabling them to remain at the helm, steering the ship of innovation and progress to this very day.

Focus on Learners, Not Knowers

It’s also important to note that not all highly experienced and qualified candidates are Y-Intercept hires. The focus should be on adaptability, grit, and a willingness to learn rather than relying solely on those who appear great on paper. The secret lies in focusing on hiring a learner rather than a knower, someone with a touch of grit and a constant curiosity.

Embracing the Philosophy of Hiring for Slope

By embracing the philosophy of hiring for slope, we not only ensure a harmonious alignment between candidates and the company’s growth trajectory but also expedite the decision-making process, reducing the time required to identify the perfect match.In conclusion, the hiring landscape is evolving, and the emphasis should shift from rigidly adhering to predetermined criteria to recognizing the potential for growth and adaptability in candidates. The slope is the true indicator of a candidate's potential for success in a dynamic and fast-paced environment.