Articles by Josh Hannah
Executive Hires: The Case for Extreme ReferencingJosh recommends extreme referencing for evaluating executive candidates, as traditional reference checks are often insufficient. This involves spending 10-15 hours speaking to references to get an unbiased view of the candidate. The goal is to find people who can provide both positive and negative feedback by asking tough questions. References should include direct supervisors, peers, and reports from throughout the candidate's career. Questions should probe weaknesses, mistakes, how the candidate handles setbacks, and whether the reference would hire them again without hesitation. It's important to evaluate not just what is said but also what is not. Founders should be prepared to eliminate 50% of candidates based on references and consult experienced advisers when assessing the information.
- Executive Hires: The Case for Extreme Referencing
Josh recommends extreme referencing for evaluating executive candidates, as traditional reference checks are often insufficient. This involves spending 10-15 hours speaking to references to get an unbiased view of the candidate. The goal is to find people who can provide both positive and negative feedback by asking tough questions. References should include direct supervisors, peers, and reports from throughout the candidate's career. Questions should probe weaknesses, mistakes, how the candidate handles setbacks, and whether the reference would hire them again without hesitation. It's important to evaluate not just what is said but also what is not. Founders should be prepared to eliminate 50% of candidates based on references and consult experienced advisers when assessing the information.