As Brad interviewed me with his Topgrading Interview, I saw patterns emerge – patterns of successes and learnings that helped me succeed in my future jobs. And some patterns helped me spot my blind spots – areas for improvement that if I didn’t fix, my career would not be as successful.
- Jim Kanir, CRO
The Company: Many portfolio company turnarounds for venture capital companies
Industry: Diverse industries
Business and Topgrading Highlights:
- All of Jim's turnarounds have been very successful (and private, so specifics not given)
- Before taking over a company, I do Topgrading Interviews of the top team. I've found my Topgrading Interview assessments so accurate that I'm able to make the right changes in the team very fast.
- For replacing executives, I use the Topgrading Truth Serum - I screen resumes and then tell maybe 10 of the best that a final step in hiring is for them to arrange reference calls with their bosses from the past decade. That scares away 1/4 of the candidates, the ones with a lot of fiction in their resumes, the BS-ers. Then it was easy to spot the best candidates to interview.
- Next, I do a phone screen interview for an hour - a Topgrading Interview but much faster than the real one, but good enough to identify just the best 2 or 3 candidates to invite in for the full Topgrading Interview and other interviews.
- The "other interviews" include a team interview (questions from 3 or 4 interviewers to see if candidates can handle group meetings), a pressure interview in which the interviewer pushes back hard, and a background check interview in which the interviewer questions any discrepancies between the candidate's resume and LinkedIn and Facebook information.
- Finally, I use the Topgrading method of getting reference calls with bosses - the candidate always arranges those calls. Speaking with candidates' managers, I get the most accurate verification of what candidates have said, and there is no phone tag.