> For example, on LinkedIn, someone may say they were CMO of a company for just three months, and if you take that data at face value, you may think something very bad must have happened for a company to hire and lose such an important role in so short a time.
> But when you look closer, you see that this person was a sophomore in college at the time, that the company was just a month old, and that actually, it wasn’t so much an executive hire as it was kids trying to get something off the ground.
Although not the main point of the article, this is much better advice for finding high-potential employees who are under the radar than the article that was on the front page a few days ago: ("How to hire low experience, high potential people" https://news.ycombinator.com/item?id=39288669 )
When the last article hit the front page I couldn't believe HN was upvoting an article that advocated for deep-diving into people's personal early life history as a hiring technique. That's like reading the tea leaves for interviewing candidates.
Instead, this article reveals the real secret: You have to be prepared to do some legwork and research, as well as look beyond the obvious. You could go hire a lot of smiling ex-FAANG people with perfectly curated LinkedIn profiles and professional headshots by throwing large salaries at them, but you're not going to get the best results that way. It's also one of the least efficient uses of your headcount budget and those people are almost guaranteed to ghost you in 18 months when someone else offers them a fancier title.
There is a lot of gold waiting to be discovered among people who aren't curating perfect LinkedIn profiles or collecting famous company names for their resume. It takes some work to find it, but it's out there.