Hiring processes with six or more interviews are a red flag that causes top talent to leave. Investors also watch for companies that don't distinguish between passive candidates seeking growth and unemployed candidates who'll take any offer.
So if there's an investor out there looking at a portfolio company's hiring process, what's one red flag that tells you they're gonna struggle?
If they have to do 6 interviews to make a decision, um, they're gonna struggle because they're not gonna get the best talent fast enough.
Uh, people are gonna— why, why is that number? Why did you pick 6 and not 5?
Because I've had people who've done that. Well, you know, we've had people that like get really good talent, don't make them make an offer, make them wait, then they get hired, then they get pissed at us. I see it all the time. So like, and then also a company that doesn't know the difference between, uh, a passive candidate versus unemployed candidate. If you have an unemployed candidate, they're going to say whatever it takes to get a job. Or Pat, I go, because she's got an awesome job and she's looking at you like, will you be a place for her to grow for the next 5 years? There's a big difference between hiring an unemployed person versus an employed person, right?
That's very true.
