And this distinction is only becoming more important. With the effects of rampant inflation and the ruthless evisceration of the middle, I would argue we’re not even in an 80/20 world anymore; it’s more like 95/5.
We’re busy building the architecture for a non-predatory financial system and the social technology for peaceful and harmonious cooperation. A new Golden Age IS possible. But we’ll never achieve any of this unless we are extraordiarily successful in navigating the current hostile environment along the way.
We have to be the 5%.
And building your platinum-tier team is certainly an area where you can’t afford to be on the wrong side of this paradigm.
I’ve seen more dysfunctional hiring practices than you can shake a stick at.
From my earliest days as a recruiter, I wondered things like:
“Why does this job feel more like running a resume trading desk than a professional services practice?”
“How can you justify charging 35% to sit at your desk refreshing Monster.com every two minutes so you can tag that middling candidate as yours before the next guy?”
So I stopped paying attention to what I was taught and did my own research. I read books. I quizzed my clients and reverse-engineered their hiring problems to uncover real solutions. I listened to what the few truly great recruiters were saying.
Funny thing is, the more I distanced myself from “conventional wisdom” (that great black hole of mediocrity), the better my results became.
As a leader in an emerging industry posing existential threats to the status quo, I’m sure you can relate.
It goes without saying that I have a personal interest in blockchain technology, and a passion for the decentralized world we’re all involved in building.
That said, if passion solved your hiring challenges, you’d have cracked the code a long time ago. Effective process combined with top shelf execution is what you need, and that’s what I’m here for.
