A short excerpt from a YouTube discussion led by Keith Rabois about job security and hiring honesty in rapidly growing companies. Rabois advises that when growth is highly scalable and may rapidly outpace a hire's ability to grow into a role (for example a VP of finance who aspires to be CFO), companies should be candid in recruiting — candidates may not have time to learn the needed role before a more experienced hire becomes necessary.
So it depends on how you know, what the data points look like and what that slope looks like and how much it's likely to continue. Because what's fueling that? How scalable is that? How sustainable is it? If it's really sustainable, you have two choices. One is you hire someone and you have to be honest with them in the recruiting process, that you may have the opportunity to have this job forever. But reality is that if we continue this growth for two more years, I'm not sure I'm going to be able to give you this job. It happens a lot with CFO candidates.
A lot with.
So, like, you hire a VP of finance, they want to be cfo. They may have time to learn to be cfo. But let's say you're like one of these explosive companies that's just one of a kind. They may not have the time to learn to be cfo. And you just may have to have that honest conversation upfront. Better have that conversation up front. Yeah, I.
Think a lot of us struggle with that. We were talking with Kirsten Helvey from Cornerstone this morning, and, you know, do you want to tell them you. You may. You may not make it in a year, right?
