vault backup: 2025-06-12 14:58:55

Affected files:
.obsidian/workspace.json
.obsidian_iphone/plugins/obsidian-spaced-repetition/data.json
.obsidian_iphone/workspace-mobile.json
2 Personal/Lists/Business Ideas.md
2 Personal/Projects/Timelapse Project/Algorithms.md
5 Media/0 Books/Who by Geoff Smart.md
Temporary/Goal List.md
Temporary/Untitled 7.md

5 Media/0 Books/Who by Geoff Smart.md

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+
+Cultural Fit is extremely important. If an overachiever doesn’t fit well into the team and the team spirit, it might slow everyone down and cost you more than the person can deliver. I look at a team a bit like the network effect. Meaning that with many A-Players you get an exponential boost if they work well together. But if you mis-hire culturally this network can be broken reducing efficiency and productivity. 
+
+### Scorecards
+A list of competencies which have to be fulfilled by potential hires. To guarantee cultural fit as well as necessary skills and motivation for the specific job. 
+Scorecards:
+- set expectations with new hires
+- Monitor employee progress over time
+- Objectify your annual review system
+- Allow you to rate your team annually as part of a talent review process
+
+#### How to create a Scorecard
+1. Mission: 1-5 sentence statement why a role exists
+2. Outcomes: 3-8 specific, objective measurable outcomes that a person must accomplish to achieve an A-performance. 
+3. Competencies: identify competencies to describe behaviors someone must demonstrate to achieve the outcomes. Next: add 5-8 competencies that describe your culture and add them to every Scorecard. 
+4. Ensure Alignment and Communicate: pressure test scorecards by comparing it with the business plan and the scorecards of the people who will interface with the role
+
+## Step Two: Source
+Hiring is a constant project and utterly important. The people you hire define the outcome of your company. Good hiring managers should always be on the lookout and not consider hiring a once in a while thing. 
+
+The number one method is to ask for referrals from your personal and professional networks. This is much better than placing advertisements or hiring recruiters (depends heavily on quality of actual recruiter). 
+
+Patrick Ryan: call 10 talented people every week and keep a list of talented people for future hires. Ask your hires about 10 talented people, ask customers about best salespeople, ask business partners about business developers, etc. 
+
+### How to Source
+1. Referrals from your professional and personal network: build a list of the most 10 talented people you know and schedule meetings. Then ask them what the 10 most talented people are in their networks to continue to build your list. 
+2. Referrals from your employees: add sourcing as an outcome to every score card (culture) e.g.: source 5 A-players per year who pass our phone screening test. Encourage people to ask their networks. Offer referral bonuses. 
+3. Deputizing Friends of the Firm: referral bounties to select friends of the firm
+4. Hiring Recruiters: scorecards, give them insights into the company culture and business
+5. Hiring researchers: use scorecards to specify requirements. Need to understand business and culture 
+6. Sourcing Systems: 1. capture name and contact information of everybody you source 2. schedule weekly time to follow up. Can be simple as a spreadsheet, or a complex tracking system. 
+
+---
+## Action Points
+- [ ] What is OneSec‘s culture? What values do we have? How do we prompt for those values in interviews? Make a competency list with those cultural values that apply for every job. And add extra job specific competencies at the end. 
+- [ ] Join professional organizations and ask people you meet about their top talented people in their network. 
+- [ ] Build advisory board for OneSec? Affiliations: you can reach out to them for talent, they know people with all kinds of expertise—> makes it fast to hire A player. Solves sourcing problem
+- [ ] Set up a people’s system: name, important facts about them, reminders to follow up with them —> be disciplined about it