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Welcome to Founder-Led, featuring founders scaling 7 and 8 figure companies who share the strategies and mindset driving real growth.
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welcome to founder LED every episode
I talk to operators building real companies
to learn what's actually driving their growth
I'm Rohan founder at Frontier Content Studio
where we help business leaders
become the obvious choice in their market
through LinkedIn now let's get into it
welcome to Founder LED
where we sit down with the sharpest minds
in the recruiting industry
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today we have a very special guest
Jared Black
Founder and CEO of new Vine Employment Group
and Vine AI an AI powered recruiting partner
helping growth stage companies hire a player talent
in a fraction of the time
Jared welcome to the show
thanks Ron
um before we dive in
I know we're talking a bit about
you know staying young and our longevity routine
so share a bit about what your protocol
or your routine looks like these days
and what you've tried
um I've tried a lot of different things
but to you know
these days I think I found like a nice little uh
process that works for me
so I have an autoimmune disease
so I've always had uh
I've always struggled
either gaining weight or maintaining weight uh
and definitely diet related
like eating different foods
so
depending on how my body's reacting to certain things
I need to maybe increase supplements or
or or change supplements
but these days I'm doing a lot of liposomal supplements
so I basically
I don't know if you've heard of Ro Nutrition
I'm obsessed with Ro Nutrition
I think they've done a great job
their products are awesome
I basically have all of their products
I do 2 3 times a day
I just drop you know uh
a couple drops in in my water and uh
carry my my water jug with me throughout the day and
and basically I'm drinking that all day
uh I do that
obviously I work out every day
like it's important that my body feels that um
you know gets that early
early morning workout
to kind of set the tone for the day
and recovery so a lot of um
amino acids a lot of fish oils um
stuff like that
and then just like taking care of your body
just what you know
like paying attention what you're eating
I've had to do that for many years now
but I think more so than ever
we've seen companies that are providing us the food be
more aware of that
and promoting a product that's better
and more beneficial
and and healthier alternative snacks and
and options for us fast fast options
I should say mm hmm yeah
Miami which is where you're based
is a pretty health conscious city
so have you found that restaurants
and grocery stores
are becoming even more health conscious
um
some yeah
so there's I
I think in the metropolitan areas yeah
for sure so in the
in the in the downtown you have a lot of more options
but in the suburban areas
it's not really changed much it's
it's still gonna be fast food
it's gonna be chick fil A's and stuff like that
but yeah um
you know I would say it's
it's being more aware of what you can
what's around you
what's available to you and then just preparing
so we do I do a lot of meal prepping
you know my wife does a great job of
of like she's a great cook
so she's always like
looking out for interesting things that we would love
like as a family
and so she brings that to the table a lot
and she's obviously my son will eat whatever she makes
so um
everyone kind of wins there
so it's like you know
the diet is one thing
but also just taking care of like your your
your mental health your physical health um
you know not putting toxins in your body
trying to limit certain things like blue light
like I wear glasses so blue light from the screens
just a lot of different small
little fixes and hacks to just try to be your best
you know self
yeah yeah
I love it uh
well cool
would love to dive right in
um the last time we spoke
there's a stat you shared that really stood out
um
you've mentioned that you've hired over 10,000 people
in the past 10 years yep
so would like for you to share some insights
what do most CEOs and leader
leaders get wrong about hiring a players
so it's
it depends cause it's not one thing
it could be one of a laundry list of things
but
I have my five steps in which I use to hire a players
and there could be one or multiple things
from that 5 step sequence
that could be missing or broken
that most companies or hiring managers
or let's say leaders are ignoring or missing out
or just not paying
attention to in their hiring process
so what I see most often is
they are trusting too much in name recognition
so maybe just looking at a CV and saying oh
you worked for Google or you work for Facebook
or you work for uh
this company or that company
so they're just looking at a name and assuming that
that person has the skills
that's right for them
so they're just using name association uh
and not really verifying the skills
and then the last uh
not the last but I would say the second biggest uh
mistake I see quite often is a misalignment in values
or a misalignment in personality
and those two things are very
natural and innate within people
and if you don't pay attention to it
it will rear its head at some point later on
after the hire has been made
and typically it's not a good ending
hmm okay
yeah I like that you
a lot of your business
and the way you talk about hiring
and your process is focused on frameworks
it's also how I think they also um
I have confidence in people who can express their ideas
in frameworks because it means they've run a
a process so many times
that they've developed shorthand
and
basically a structured methodology that works for them
and allows them to
implement it and operationalize in their business
so can you walk us through your five step hiring method
and also talk about
why skipping any of these steps might create a misfire
yeah sure
so it's my five step method to hiring a players
essentially it starts with 1
identifying the X factor if you
if you understand what's special or unique
or what I call the X factor about a particular person
or what that person brings to a particular role
um it becomes a lot more easier to
to recognize it when you find it
so step one is understanding the X factor
step two is skills verification
so that's what I just mentioned
not just looking at a CV and saying yeah
you worked at this company
you're right for me you actually have to test them
so whether that's you know
doing a technical assessment
putting them in a a
a maybe like a sales environment
doing a Dry Run something along the lines
where you have to test and verify the skills
step 3 uh
this would be uh
you know
a cultural deep dive and an alignment of values
you wanna make sure that
they believe in what you believe
if you don't or they don't um
there will be a misalignment and long term
it's just not gonna work out either gonna
they're gonna be fired terminated
quit something like that uh
step 4 is a personality assessment
I think personality assessments
are so critical to the hiring process
because a value alignment is more along the
the the line of culture right uh
but personality is you know
will that person thrive within your company right
individually uh
meaning do they have the patience
do they have the stamina do they have the aggression
whatever is needed within your company within your role
do they have that within their personality traits
and then lastly it's gonna be growth opportunities
what growth opportunities
or what growth structure do you offer to this person
or to this role that would align for them to say yes
I'm gonna be a part of this company long term
so all of those things together when done correctly
you were you will hire a player if you follow this
this system
what's an example
it'd be great if you can share a couple of examples um
of what an X factor might be
is this someone's like zone of genius type work
or how do you define X Factor
yeah it's
it's not something that you can really define as a
you know as a blanket statement
it's just something unique about that person so
um a great example could be
okay you
what you mentioned frameworks right
so I think Alex
Hermosi
is probably one of the best people about demonstrating
different frameworks and different business
use cases right
so if we're looking at somebody operationally
let's just say for example
they're coming in for
as a CEO or maybe some sort of operation
you know type role
if they come to this position
and they don't think in terms of frameworks
how are you gonna think about them operationally
in your business like
oh well
you know they don't really understand frameworks
they don't really think in those terms
so right away you recognize that about me
so you're like this person has an X factor
something special about them that I
I respond well to or that I recognize or I value
and therefore
it would be important for me to continue conversation
or it would be important for me to
bring them into my organization
something like that
so it's like you recognize something about me
particular to your role to your business
or to your customer or your solution
whatever it would be but it's a
it's not one thing it's just something about them
or something that they bring to the table
or bring to the equation okay
that makes sense and of these five steps
is there one that um
most hiring managers or teams or processes miss
or forget about um
that you've seen from your experience
yeah most
I hate to say it but most hiring managers are just lazy
so they won't do skills verification
and they won't do personality assessment
and there's typically you know
the values alignment is done very
in a
you know very lazy way where it's just like
here's our core values and just like turn the page
right and just go on to the next thing
core values
isn't just about what you post on your website
it's not what you just put on your wall
it's not what you put on you know
on a T-shirt it's
it's things like what gets people promoted
it's what gets people fired
it's what gets people recognition in your team right
it's hey
I do a great job but I sign out every day at 5
but my colleague does also a great job
maybe they're not um
as efficient as me but they stay till 6
7 8 o'clock at night if it's warranted right
so it's what is you know
if that person is getting recognized over this one
if the person who stays late
or the person who leaves early
what is getting recognized or what's getting rewarded
or what's getting punished within your environment
or within your company that's your real value
it's not like hey
we're a we're a transparent company
everyone says that they view
you know they
they value certain things
but what is what is real
what is what is authentic
what are people coming out of this company with right
yeah
I'm reminded of a few companies that I see doing this
well especially on places like LinkedIn where
you know you know
pylon comes to mind they are a b to B support tool and
um they've kind of created a few powerful narratives
and people seem to really be like rallying behind it
one there aren't
their competitors aren't really posting a whole lot
so they're capturing a lot of this like
narrative and mind share
but one thing they talk about is like
almost like this us versus them mentality
where they're kind of like a Zendesk killer
they're going after these like big kind of stogy
maybe legacy support tools now
they're this new AI enabled
highly customer centric um platform
another narrative that they really lean on is
being very
intensely focused on building an enduring company
and people needing to be all in
and a lot of the photos are teams at their
team lunches and people being dedicated and off sites
and all of these sort of things
and it can be somewhat polarizing
for people that might want some
that work life balance
but it sounds like it's pretty clear
on what their culture looks like
what they're going after
the market they're going after
and it sounds like that can be polarizing
but also in a good way
for the type of people that would be attracted to that
exactly so you you just said it
the people who would be attracted to that
so they're doing a good job of sharing what uh
maybe their core values
or what their values alignment looks like internally
but let's just say you know
a a core part of their DNA to have success
there was you need to work with teams
or you need to be a part of a team environment
and you need to work well with others
what if you bring in somebody who's just an individual
doesn't work well with others
that's something that if you're not paying attention to
that's gonna have friction somewhere right
either they're they're gonna cause disruption
they're gonna bottleneck somewhere
they're going to argue with another colleague
maybe they you know sabotage a project
whatever the case may be but
if that person who doesn't have the personality
to fit with the rest of the organization
rest of the organization or team
that's where you have a certain pitfall
Netflix used to do I don't know if they still do this
they used to offer a 2,000 dollar bonus to quit
so if you realized that you weren't happy at Netflix
instead of you dragging this on forever
they would say hey
come to us resign we'll pay you two grand
so they didn't want people just submerging their
their company yeah
they were famously known for running a
like a high performing sports team
right versus this family type culture
where some companies I know
like I think Zappos had a similar thing where after
yeah the onboarding
people could opt out and get paid $5,000
if they felt it wasn't right for them
exactly it's
they recognize that hey
this is our culture this is
these are our core values
these are um
you know how you should align with us
we are not a family we are a
we are a team and we are a high performance team
and if you are not comfortable with challenge
you're not uh
comfortable with competition
uh performance
then this is not for you and that's great
because they can really find their people
and then hire their people
cool Wanna switch gears a bit and talk about
you know AI
AI is obviously
revolutionizing and changing the way people work
and how companies are building teams
augmenting their teams with technology
there's also a lot of like
shift that's happening with companies
reducing force or changing their growing and evolving
their companies so yeah
I would like for you to talk a bit about AI
as it relates to recruiting
and also the future of work
and yeah
what does it actually mean to be using AI intelligently
um when thinking about talent
yeah sure
so
I think a lot of people get overwhelmed
just thinking about the concept of AI
or AI in their business
or let's just say AI in your recruitment process
small businesses are probably not even considering AI
in their recruitment process specifically
they're just thinking about AI in general but
for the most part
I look at AI the same way I look at any other tool
it's something that if it's going to bring efficiency
if it's going to make my product or service faster
better cheaper for my client
or make my team
obviously more efficient and more powerful
and more hands on or hands off
whatever it would be
if it benefits me in a positive way
I'm looking at it as a tool
now as it relates to how others may view AI I think
get your get get out of the weeds of AI
just look at one thing right
so I you mentioned frameworks
I'm gonna go back to frameworks um
my processes are all broken down
and if I see one part of the process that's either 1
bottleneck 2
taking a long time
or 3 becoming labor intensive or expensive
I know that I can implement some sort of AI
tool in that one part of the process
so I always encourage businesses
if you're just trying to get started with AI
just pick one part of the process that you hate doing
and try to find an AI tool that would solve that
or make it a little bit less painful for you
and therefore once you get used to doing it on
let's say
step 3 of your five step process or 10 step process
whatever it would be
you start to become more comfortable with using AI
in different ways or maybe different ideas
and it starts to I would say
boost a little bit more comfortability
and expanding into other areas
but recruitment and AI I think is
it's gonna go hand in hand
because recruitment is very labor intensive
and it there's a lot of signals
there's a lot of communication
there's a lot of research that goes on
so the way that we use AI
is very heavily focused on the front end work
so it's a lot of discovery
we conduct a lot of discovery using AI
we identify the market we run market map searches
we see what's available in in certain talent pools
so if my client comes to me and says
I'm looking for a key account manager in Wichita Kansas
I have no idea how many key account managers there are
which dot Kansas
I use AI to run that um market analysis and say okay
there's only 35 people in this whole state
that meet your criteria
we're gonna need to look at this a little bit right
so uh
discovery is a big part of what we do
from an AI standpoint
then we also do grading and ranking
so our system allows us to not only discover
but then pull in data
and then enrich that data a bit further
so that we can learn as much as we can
about the possible candidates that we've discovered
and then we rank them and grade them
and then from there
we use a numerical value to assort like a
like a percentage grade on like 190
you know so and so forth
and from there we then begin outreach sequencing
so then we're messaging them in multi channel
either LinkedIn email text
SMS WhatsApp or even phone call if we need to um
but with a highly personalized touch
so something like
hey Ron
we see that you're a uh
sales executive working out of XYZ industry
but you haven't uh
increased
or you haven't been promoted in the last three years
we just happened to have an opportunity
where you'll be able to lead a team of 25 people
uh serving this market size and in the industry of Baba
Baba Baba would you be open to a discovery call
learning a little bit more about this opportunity
now you see that like yeah
I haven't been promoted in three years
yeah I'm definitely interested in leading a team
cause right now I don't lead any teams
and yeah
I'm currently doing a market size of maybe $100,000
but now I can have a market size of $1 million okay
so with a highly personalized message
our team is now interacting with
which what we have what we call buy in
so now once we have this buy in
that's what a personal you know
it's a person to person contact
where a real recruiter gets on a call with them
conducts a screening call
and then we're off and running
hmm okay
yeah
I really like that idea of allowing AI to do what it's
best in class at which is
and much better better than humans at right
which is doing the deep research doing
um pulling together different sources of data and um
kind of synthesizing that information
to make it intelligent and relevant for you
to do the creative work that you want to do
um one of the things that we do at our content agency
is we ingest a lot of you know
with a new client there's an onboarding intake form
which has 30+ questions around their positioning
and their market their competitors
any existing marketing assets they have
where they see the industry going
their core methodology all these sort of things
and by ingesting all of their company information
and running it through AI
our AI powered workspaces
we're able to develop like
super detailed research reports
which allow us to now our writers
to write content and ask our clients very specific
prompting questions to uncover key
nuggets of information
that will be valuable to their target
market and audience and so yeah
I really like that idea of creating systems
across the entire workflow of whatever you're doing
and then almost figuring out workflow by workflow
where it makes sense to insert AI
to augment human creativity and what we do
so is that
is that similar to what you're building at Vine AI
or what's what's the gap you saw
in the market
that LED you to building this AI powered solution
within your business
yes so Vine became a
what we what we call like a product for customers
a long like a learn long term product for customers
um essentially
most of our clients come into our ecosystem
through one of our core offerings
so it's gonna be staffing
um so temp
temp to Perm or just long term staffing services
or traditional direct placement recruitment services
uh what happens is these are growth scale
these are growth mode companies
or companies that are going through scale
um and maybe they need a 1 strategic hire
maybe two or three strategic hires
which is fine uh
but when companies start to get into a
a bit of like a we need to hire repetitive roles
or we need to hire maybe 10 or 15 or 20 people over
this next year
certain companies just don't have
the finances to pay 25 35
45% recruiter fees every single placement
so then you essentially cannibalize yourself
because you've done a great job
you filled the role now they're on to the next thing
and so yeah
I always say recruiters are like dating apps
because you go on a dating app
you find a partner what do you do
you delete the app right
you're not staying on the app and finding
another partner
you've already done what you needed to do
so we've created Vine
so that it creates an ecosystem
for clients who've worked with us earned um
we've earned their trust
and they are comfortable working with us
but the finances of leveraging our services
become much more favorable for them
so this is where companies
who are hiring at least five placements per quarter um
can do so but it's on a fixed monthly subscription
rather than a per placement fee
so they can scale their hiring process
they can efficiently and predictably
scale and hire as they need to um
and there's no
limits to how many people they can hire or
or won't hire so they're getting the
the value from working with an expert recruiter
they're leveraging our systems and our teams
and they don't have to worry about
spending hours and hours and hours in the
hiring process
hmm I like that yeah
it sounds like you're really listening to the market
understanding what their needs are
becoming more client centric around pricing models
and you're really building the infrastructure
for a recruiting process again
based on all of the the repetitions
the 10000+ reps that you've done
and so you take all that learning
build those processes out
and provide that hiring infrastructure for these teams
is that right exactly
okay cool
yeah we think about it in a similar way
um we're not quite there yet
right now we are very much a service based model
um but since we are working
we've worked with over 40 clients
and now we are using AI but also we built um
like outbound at um
outreach systems that are very contextually relevant
based on lead magnets
and content that's relevant to specific customer
avatars and industries
it's building that content engine
and that outbound engine as infrastructure
that people can start to use
as a subscription model as well
so yeah
it's great to see how folks are thinking about it
and building it across
different businesses and industries
you get different ideas but you know
for the most part
when I talk to my clients or my prospective clients
what they've always kind of come back to is like
when they're ready to work with a recruiter
they don't want to take any responsibility for this
like they don't want to do the work
so I kind of see these you know
these softwares that are being
you know released every couple months where they're
you know hey
we'll give you you know
you you log into a SAS product
and basically you enter your keywords
you enter certain search criteria
and then you're still sorting through
right names and you're still doing the leg work
which is yeah
contrary to what our clients want
they want someone to just for lack of a better term
they want a paid assassin go out
make the hit and then go away
so to speak right yeah
so with your clients for the Vine product is
what is that sweet spot team size uh
look like
is there a set of like in house recruiters or sources
whether it's 3 to 5+
that would now plug in using your technology
but they're now exactly given these superpowers
yeah so
there needs to be somebody
on the client side that would
kind of handle this funnel right
so whether it's a hiring manager
most likely it's an HR person
or a talent acquisition person um
but I would say 3 to 5 is probably the sweet spot
they need to have at least
two or three people on the team that can
I would say be mindful of this flow of candidates right
it's kind of like you have a sales team
right and you have inbound leads coming in
if you don't have any sales
reps that are gonna manage the leads
you're gonna be wasting those leads
so it's the same thing but for candidates
so you need somebody that's gonna
manage the flow of qualified candidates
that are coming in
the idea is that these candidates have all highly
ranked in their
90% criteria match or higher
and so it should be very easy for them to say yes or no
it's just really comes down to a couple things
at the last point which are values alignment
personality fit right
everything else has kind of been already assessed
yeah
yeah that makes sense
and so you know
it sounds like you're pretty well positioned with Vine
which looks to be this like
fractional subscription based technology
and like recruiting infrastructure for teams
where do you see the future of recruiting going right
it's a pretty like human centric business
some people are fearful that with automation
and also industry shifts
and economic shifts that are happening that um
some of their
their jobs and the volumes might be like impacted
but how are you thinking
about the future of this industry
yeah I think that's a
it's a great question because there's not
I think that there are a couple different possible
scenarios that are
depending on behaviors
it depends on also a lot on the market
uh my belief is that there will be a correction
but it's not gonna be as drastic as
as many think um
there's two things that I think of
or two things that come to mind
when I think about the future of recruitment one
you need to adopt technology that's just you need to um
how you implement that technology in your business
is going to vary
there are going to be those who are all in on AI
I'm probably in that camp
where AI will continue to be a major
major part of how we think how we operate
how we serve our clients
and how we continue to scale and grow
there will be those who are maybe not as invested in AI
but I look at it very similar to how Quickbooks
when Quickbooks first was released
it didn't eliminate accountants
all it did was give birth to a new market
Quickbooks Certified Accountants right
or accountants who work exclusively in Quickbooks
and accountants who don't work in Quickbooks right
so you almost create this little sub market
or a sub niche uh
just off the back of the technology
so maybe there's this little micro market
where
there are businesses who wanna work with recruiters
who are maybe human to human
no real emphasis on AI and then there's a
maybe a large percentage of businesses who wanna
focus with tech enabled companies right
um I'm not quite sure where it's gonna go
but I look at it like that
what I also look at is the evolution
and this isn't just exclusive to recruitment
I think this is across every industry
is the evolution of the org chart
so the org chart will completely change
it's not going to be just a human based org chart
you will have an org chart that is overlapping
AI agents that sit on your org chart
you will have agents who are CMOS
right or maybe chief content officer
AI agent who works in conjunction with your hmm
chief technical officer
or with your chief marketing officer
or whatever it would be
but you will have AI employees on your org chart
in the near future
really interesting and okay
and so will they be AI powered humans ultimately
or do you feel like
like agents will be replacing rules and like
I CS and like no
I a human needs to exist
because you need to have an element of quality control
so I think what it does is
it just creates a elevated role for quality control to
to oversee it so like
let's say
let's say you're a CMO today
in the future maybe you're not a pure play CMO
but your role of CMO is more to do with quality control
over the agent of
of yeah
of marketing right yeah
so I don't think it eliminates the
the role altogether but it definitely changes it
but that maybe a a marketing team of 10
is reduced to a marketing team of five
yeah I think that's right
that makes a lot of sense
um Sam
Altman was talking about this idea of
how day to day work is feels so outdated
even just popping into Slack right
we hop into Slack right now
and at the end of the day
we just see a ton of messages and ultimately
we as humans
are the bottleneck of responding to those messages
and he said
what the future of work could look like is we
you know you and I both have our own agents
and our agents
are really doing a lot of the back and forth
and then things that might require a strategic decision
or some quality control or creative direction
might require one or two decisions from us
right per day
and those are the only things that get flagged to us
in a DM
and so I thought that was interesting
where even
everyday tools that we're using can be reimagined
as our agents are like a proxy
uh for us to do a lot of that busy work
before things get filtered to us
it's exactly right I mean I'm
we're we're doing that um currently
uh where through that outreach sequencing
I mentioned before with candidates
they're responding back something like yeah
I'm interested tell me more
so then our agents are responding back like great
let me set up a time that pushes into the counter
so it's taking a lot off the plate from the recruiter
the recruiters just booked onto meetings
and they're just jumping right in
and they already have everything they need
so it's creating more efficiency for the recruiter
to be available more
often and have conduct more meetings
uh and
and have that personal engagement with the
with the candidate
but all that minutia between the lines
all those like those in between messages
it it gets eliminated
it sounds like that's a great point of differentiation
for you and your company
not just for clients to know that
they're getting a much more personalized experience
but so much of that
busy work is being abstracted away with technology
and AI and so
they get to benefit from the cost savings of that
perhaps but also
as you're growing your own team
and hiring talent internally
people get to do the work that they enjoy doing
which is speaking to other humans and uh
really being in those relationships
driven conversations instead of doing the busy work
and so it sounds like what you're building is a
a future forward future thinking
recruiting business
that allows people to do what they're uniquely great at
yeah exact look
I drink my own Kool Aid I follow the exact same
signature method to hire within my business
as I employ with my clients
so that means
all the people on my team
went through the same process
that I conduct for my clients
meaning values alignment was conducted
skills test was verified personality test
I have one of the things I'm like really into is the
is the personality assessment
I'm so fascinated with
some of these personality assessments
and how accurate they can
be I don't know if you've ever done any
but I like there's one called 16 personalities
it's my favorite one
cause there's a great free version
so you can basically do it really early on in the
in the in the process any company can do it
anybody can do it basically
go to 16 personalities.com
and you just say you want to take the assessment
and then so what I do is
I have everyone of my prospective candidates
anybody who's coming onto my team
throughout the process
they have to obviously get through
the first couple stages but once they get to that
level of personality assessment
they complete the personality assessment
I take the results
I feed it into a custom GPT that I built
and that GPT basically has all the analytics
from all past hires good and bad
and I've documented whether
I have Google sheets tied into this that say
this person has been terminated
what's the reason why they were terminated
this person has succeeded
been promotion promoted to separate times uh
has grown with the company in this many years
so they can so the GPT can see all of this
has all of this data
and then I basically asked the question
will this person have success in this role
and it gives me a very very detailed
robust report on saying why or why not
this person will will succeed
and most importantly
I'm I look at myself as the biggest
um
the biggest bottleneck in that process
because I think a lot of things can be
you can kind of work through maybe peer to peer issues
or maybe you know
hey
that person like said this to me and I didn't like it
there's you know
some delicate things like that
but ultimately it stops with me
cause I'm the figurehead I'm the founder
I'm not gonna change really
uh so if I can't communicate with them
or I can't work well with them
or I can't um
they don't like
they don't believe in the same things that I believe
as a company or as a leader
it's just not gonna work so I look at those
even people who crushed their interview process
if they come back
and they score poorly in that personality assessment
I don't hire
yeah
yeah that's
I could see this being really powerful
not just for hiring candidates
but every like
leader and manager can do this for themselves
and almost develop a how I work document
yeah so people know like
this is how I like to communicate
whether it's verbally or through like
written communication here's my
almost like a strengths finder
that becomes more operationalized across the company
and then candidates have a better idea too
of like what they're getting into
the teams that they're joining
maybe there's like a composite
kind of report on what their team looks like
so I love this idea that it's really like create the
the survey and the inputs
and then someone can just take 20 minutes
but there's
it sounds like it's such a high leverage activity
because it uh
allows for much better and deeper
fit decisions to be made
yeah I mean
um
if I'm using this template
and I know I'm hiring somebody who aligns
perfectly with somebody
who's already had success in this role
I know that they can do it too
and therefore I just put them through the same process
through training same orientation
everything's documented so
I know that they are somebody
who believes in the mission
I know they're somebody who is process oriented
somebody who has high personal IQ
like meaning like they are they
they have a good sense of relationships
they can have a conversation
they're good on camera
because we do a lot of virtual interviews
so these are things that are just super
super critical to the role
and if somebody gets like they have everything
but they just can't get on camera
they're doomed they're not gonna have success
yeah so it's
these are all um
details that most people would overlook
but if you document it one time
and then just keep record of it
it just saves you so like you start to become
every month you hire somebody new
or every month that passes and you collect more data
yeah your hires get more efficient
more accurate and better
yeah there's like this self training model
do you have so
do you have a database of all of your candidates
and clients
and have these detailed assessments on them
and now are you able to make
placements that are much more data driven
database no
um so we have the records
I mean we don't I
I don't save the personality assessments
um for my clients
we provide it to the client and then we have
you know
kind of like an external conversation about that
but I've coached them and trained
them on how they should be using them
some choose to some choose not to
yeah but I always encourage
if I'm talking to a leader for the first time
one of the first things I say is
have you done a personality assessment for themselves
have they themselves conducted a personality assessment
if they say no I say
I highly recommend that you take one
just so you know
where your strengths and your weaknesses are
uh great example is one of the most
one of the most active roles that we get
these days are executive assistants
to CEOs right
because we're working a lot with CEOs
and CEOs are saying I'm so busy
I'm so stuck in the grind
I can't get out I need a EA
and it's such a personal thing
it's such a close
it's it's such a
it's such a unique position
that's very close to a person
and so there's a lot of I would say
um
attributes that are personality driven or values driven
that you can't overlook and you can't make up right
you can't like you
no matter how organized you are
if you're a negative person
and that person doesn't like it
they're not gonna yup
they're not gonna overcome that
so I always tell my executives or
or my clients take a personality assessment
figure out what's important to you
what you value or what you know
how you communicate what's your communication style
where you're weak where you're deficient
where you're strong
and then we hire for someone to solve those weaknesses
if you're disorganized we want super who's
we want someone who's super organized right
if you're a strong communicator
you can't hire a weak communicator
uh and those are things that they have been like
wow this is really telling
really important and I'm glad that I did this
and normally once we go to that exercise
it makes my job a lot easier
cause now I know exactly who to hire
but I have a database off of a Google sheet
all the records of everyone we've ever hired
and their outcomes
yeah wow
um yeah
this sounds like a very
like human centric way of recruiting
I mean people are becoming more self aware
which I think is important in how they work
their management style their strengths
their opportunities and then bringing
the right people in to compliment them
to ultimately yeah
it sounds like augment their teams
and ultimately help move
the work in the mission forward
yeah I mean
um
why do we you know
why do military uh
units march in unison right
they march so that they can be synchronized
so they can predict how their
their fellow you know
service member or military members gonna move
and when they're gonna move
it's the same concept like
I mean it's not
you know we we want people who can
integrate themselves within our unit
within our business
within our operation and move and sync with us right
and help us move faster better and
and more efficiently uh
yes no different than that cool
well Jared
this has been such an enlightening conversation
as we wrap it up here
is there a message that you want to get out
into the world um
there's something that you could put on a billboard for
you know thousand plus founders
CEOs leaders
um to read what
what might that message be
yeah I share all of this
uh on my YouTube channel
so I always encourage um entrepreneurs
CEOs founders
uh business leaders
hiring managers
if you want to get some of these best practices
or learn maybe a little bit more about how I
conduct some of these uh
these tools and these secrets and these strategies
I put everything for free on my YouTube channel
you can just basically go there
search Jared Black everything
I'm talking about today you'll find
something related to that content
on my YouTube channel and
you know my goal is to
you know
help growth companies attract and hire the best talent
so that's where you can get a lot of those resources
on my YouTube channel
and there's also some cool tools there
uh I have a quiz that you can take
if you're not sure how
or why your hiring process is broken
a free quiz you can take it takes 2 minutes
uh
tells you exactly what's wrong with your hiring process
and how you can fix it
okay great
well Jared
this has been great
thank you so much for joining the show
thanks Ron