How we evaluate talent, and how we'll evaluate you
We use a trust-over-performance lens borrowed from how elite teams select people. High performance, paired with low trust doesn't get a pass here, it's the profile most likely to quietly damage a team. We'd rather have someone who's a strong (not flashy) performer and who everyone on the team trusts completely, than a top performer nobody wants to work with. You'll be expected to screen candidates the same way, and to hold yourself to it too.
We're specifically looking for the Ideal Team Player profile (Lencioni):
- Humble: You teach and you learn. You don't need to be the smartest person in the room; you need the room to get smarter.
- Hungry: You take on new challenges without being asked twice. If you didn't have to sleep, you'd probably be building or learning something anyway. Passive learning ("I watched some videos") isn't hunger. Active experimentation is.
- Smart (people-smart): You read a room, adjust how you talk to different people, and know when to push and when to listen.
Without integrity, the other two don't matter; they'll work against you instead of for you.
