The Secret to Growth Talent: Beyond Tech #shorts

Again, you've said that this is a rare combination, but, you know, like based on what we just talked about, you know, is then, are then the, the best and most modern GTM engineer or growth talent, isn't that, that now more closer to a social engineer than an actual growth engineer considering like the ability to forecast societal change and in multiple, like a few leaps forward, not just the next leap, but probably like two leaps, considering also another thing that you said that like, not just tech cycles are accelerating, but societal cycles are accelerating, right? So how do we factor this into a hiring, you know, like process, or what does that actually mean, you know, for like new talent?

I think it's because there's some core tenets that, that are true for marketing that don't change over time, right? Regardless of technology. And I think when you start to hire, for great talent.

Or you think of yourself and your career development, pretty much the same thing actually.

You're looking for people who obviously, as I said, love technology and are always looking for new technology and ways to apply new technology, not just for their work, but like throughout their entire life. But also people that have two other aspects, right? They are very scientifically rigorous. You're not just curious, you also have to be this rigorous. So when you see like, you know, this effect of Chris Naisler, there is this part of like being scientifically rigorous in your approach to experimentation. And the last one, which goes to the craziness, sure, you gotta be very creative, extremely creative, risk taker, but humans don't change. Humans' psychology don't change. So you gotta research psychology a bit because all of what we do, all of what we do in GTM, in marketing or in growth and whatnot, we're just trying to convince other humans to buy our stuff. That, that's all that we do.