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I’m a @jasonlk fan, but this is bad VC advice.
This approach empowers old bosses too much
Here’s what we do @OasisCalling instead... https://twitter.com/jasonlk/status/1358165466473066496
This approach empowers old bosses too much
Here’s what we do @OasisCalling instead... https://twitter.com/jasonlk/status/1358165466473066496
Ask for FOUR REFERENCES
- 3 normal references
- 1 “worst reference ever”
The purpose of reference checking isn’t just to make the hiring decision, it’s to understand the whole person so that we achieve optimal success managing them post-hire
- 3 normal references
- 1 “worst reference ever”
The purpose of reference checking isn’t just to make the hiring decision, it’s to understand the whole person so that we achieve optimal success managing them post-hire
All reference calls are highly structured & documented in a Notion using a pre-fab template (more below)
Each call takes 30min or less
You drive the call, not the reference
This is not box checking exercise!
Each call takes 30min or less
You drive the call, not the reference
This is not box checking exercise!
First, set the baseline...
1. Relationship context — how do you know each other? Length of relationship?
2. Overall impression — when you think of X, what is the first thing that comes to mind?
1. Relationship context — how do you know each other? Length of relationship?
2. Overall impression — when you think of X, what is the first thing that comes to mind?
3. Peer comparison — how does X compare to his/her peers? Using a NUMERICAL rating, how would you rate him/her technically? Socially?
Push for a percentile basis or on a scale of 1-10
It is hard for people to BS this
Push for a percentile basis or on a scale of 1-10
It is hard for people to BS this
4. Greatest strengths?
5. Greatest weaknesses?
References are used to getting this question, but occasionally you can learn something new here
Also, it sets up what’s coming next...
5. Greatest weaknesses?
References are used to getting this question, but occasionally you can learn something new here
Also, it sets up what’s coming next...
6. SUCESS pre-mortem — if we hire X & it doesn't work out––based on your experience––what would you guess would be the cause?
I ask this from both the candidate’s perspective & the company perspective
No one else asks this question, so YMMV but often you get amazing answers
I ask this from both the candidate’s perspective & the company perspective
No one else asks this question, so YMMV but often you get amazing answers
7. FAILURE pre-mortem — if we hire X & in 12 months it works out amazingly well––based on your experience––what would you guess would be the cause?
Ask for both perspectives
“Why would he/she be miserable & quit?”
“Why would we fire him/her?”
Ask for both perspectives
“Why would he/she be miserable & quit?”
“Why would we fire him/her?”
Pre-mortem questions require speculation, which makes some references uncomfortable
But if the reference really knows the candidate, you will learn circumstances under which the candidate is likely to THRIVE and FAIL
Use them to gain insight into core motives & personality
But if the reference really knows the candidate, you will learn circumstances under which the candidate is likely to THRIVE and FAIL
Use them to gain insight into core motives & personality
8. Advice for managing X? — if I hire X and he/she reports to me, what advice do you have for managing him/her? Anything to avoid or watch out for?
This combined with the pre-mortem questions can deliver incredible insights into the candidate
This combined with the pre-mortem questions can deliver incredible insights into the candidate
9. Anything else I should know? — anything that I didn't ask about or we haven't discussed so far that I should know about X?
Occasionally this will reveal something bad or important, but usually gives the reference a chance to summarize his/her opinion
And you’re done!
Occasionally this will reveal something bad or important, but usually gives the reference a chance to summarize his/her opinion
And you’re done!
Note: 60% of the time you won’t actually be able to get ahold of the “worst reference ever” and that’s OK
The value of asking is as much about how honest the candidate is willing to be as it is the answers you get
The value of asking is as much about how honest the candidate is willing to be as it is the answers you get
Before I ask a candidate for references, I explain my goal in reference checking:
To gain a holistic understanding of them as a person so that I can manage them optimally if we do hire them.
@OasisCalling does not hire like other companies and we are proud of that
To gain a holistic understanding of them as a person so that I can manage them optimally if we do hire them.
@OasisCalling does not hire like other companies and we are proud of that
I’ve shared this approach with my @gcvc_ portfolio founders enough times to create a shareable version
Feel free to copy & improve it!
Note: this document is slightly out of date, as I’ve re-arranged the questions a little and added more clarifying text https://www.notion.so/theoasis/Reference-Check-Example-read-this-8467d2de29184b4a95a9ee2721ae84c1
Feel free to copy & improve it!
Note: this document is slightly out of date, as I’ve re-arranged the questions a little and added more clarifying text https://www.notion.so/theoasis/Reference-Check-Example-read-this-8467d2de29184b4a95a9ee2721ae84c1
I created this as a Notion template because I know I forget stuff, especially if I’m coming out of an eng meeting or design review session & my head is in totally different place
I want our process to be idiot proof, including when I’m the idiot
I want our process to be idiot proof, including when I’m the idiot
The VCs who give this kind of advice are typically tall, charismatic, establishment white guys who have thrived within the existing power structure
People like them! That’s why they’re VCs
But plenty of awesome people, inc most women & POCs, have had lots of bad bosses
People like them! That’s why they’re VCs
But plenty of awesome people, inc most women & POCs, have had lots of bad bosses
If you take old bosses feedback at face value, you are likely to perpetuate existing inequalities in the tech industry—without any intention to do so!
When I recruit, I am in the OUTLIER HUNTING business
I want to find the
in the 
I want to find the undervalued talent that will thrive @OasisCalling & be loyal in the (inevitable) bad times
I do not want to compete for the same talent as every other dipshit recruiter bot
I want to find the
in the I want to find the undervalued talent that will thrive @OasisCalling & be loyal in the (inevitable) bad times
I do not want to compete for the same talent as every other dipshit recruiter bot
The purpose of our interview & hiring process is to systematically identify STATISTICAL OUTLIERS before the rest of the market realizes how awesome & talented they are.
This is why we have a “pound the table” standard for making offers.
If no one is pounding the table saying “we’re idiots if we don’t hire X” then we don’t make a job offer. Period.
It’s an exceptionally clarifying standard.
If no one is pounding the table saying “we’re idiots if we don’t hire X” then we don’t make a job offer. Period.
It’s an exceptionally clarifying standard.
Hiring well is f*cking hard and I’m still learning how to do it
This is the best approach I’ve come up with so far, but I’m sure it has flaws & will improve over time
This approach is also unique to our specific @OasisCalling culture & management philosophy
YMMV
This is the best approach I’ve come up with so far, but I’m sure it has flaws & will improve over time
This approach is also unique to our specific @OasisCalling culture & management philosophy
YMMV
Also... if you have better ideas, pls share them
I want to learn from you!
I want to learn from you!
