We’re in a very interesting place right now in our company that I never expected to be in so suddenly…EVERYONE seems to want to work for us. And, I don’t just mean “jo schmos” - I’m talking VPs and Directors of the largest companies in our industry.

It all started about third quarter last year when our current VP of Marketing contacted us herself for a position in our company. It took a brief break and then recently, it’s picked up again (in a big way).

Just yesterday, I had a 90 minute chat with a Director from the largest company in our industry who is willing to jump through some major hoops just to work for us; the biggest of which is that she’s agreeing to take a 60% cut in salary! In place of a guaranteed high salary, she wants an incentive plan (profit-sharing and/or stock options). Of course this is MUSIC to a start-up’s ears.

Just 2 weeks before this, I had one of the MOST respected and sought after public figures in our industry contact me herself and ask for a potential job (we’re still waiting to see what happens at her company, if she decides to leave or not).

I love the attention, but it’s almost spooky.

It was less than 3 years ago that I went to my first industry trade show and sat there watching these very same people present on stage in awe…just the THOUGHT that they may let me even speak to them (so I could pitch them) would excite me. And today, less than three years later, I may be their “boss?”

Life in business can be surreal if you really think about it.

But, now here’s the dilemma - LISTEN UP - you may very well face this in your business (sooner than you think).

The “position” which this person I spoke with yesterday is applying for is not really “there” in our company right now. The way our small fast growing company hires right now is on the idea that each person will “create their own salary.” That means that by their addition we’ll be able to launch something that we may not have been able to launch otherwise.

So, if we hire someone and pay them $7,000 a month - they should be able to self-create at least that much in revenue to cover their own salary…

The current person would be applying for a position that may not “monetize” until fourth quarter this year or even later. So, until then, even though we’re getting her at a steep “discount” - we’d have to pay her salary out of our pocket and that would put a hold on cash that may be used for other things.

BUT…

She’s a true win, highly connected in the industry and the “cultural fit” is perfect. Furthermore, she truly believes in the things we’re working on.

This is definitely one of those “once in a lifetime” opportunities. If I don’t act on her right away, she’ll surely find something else and it will be VERY hard to get her later (if not impossible or at least very expensive). However, at the same time, would it be wise to put a hold on cash that may be better spent on other more immediately needed areas?

Usually I tell you what I’ve decided, but let’s do something different today - why don’t YOU tell me what YOU would do? - Leave your reply in a comment below.

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When I first started I used to be very “willy nilly” about hiring people, I pretty much met them and if they were being referred by someone I knew, that was good enough for me! Obviously after getting burned a few times, I learned and learned and still continue to learn (but am much better now).

Lots of companies and CEOs are good about having long drawn out interview and selection processes and that’s good. Personally, I make sure that all current hires are interviewed at least 3 times by 3 different executives in our company - each submits their own thoughts and ideas after the interview. Some companies are even crazier with longer interviews, live case studies (like Google) and even more. I used to think they were crazy, now I think they are brilliant.

But, this post is not about checking for someone’s competency level - nope. This post is all about seeing if someone “fits” your company.

Just because someone is good at what they do does NOT mean they are a good hire for you.

The #1 mistake I see when “great talents” are hired is that there is no attention paid to how that person will fit the corporate culture! What is the atmosphere in your office? Is that an atmosphere that this new hire can work in?

If your entire office is a very competitive sales driven environment, then a “laid back” easy going person is probably not the right fit for you (even if they are good at selling) - just the stress from the environment will make them wig out.

In my company, the opposite is true - we are ALL very laid back, even down right goofy - we like to have fun. Someone who’s too serious is a bad fit, I recently had to let go of a lady who was so damn serious that she scared all of us!

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STORY TIME - Why I Didn’t Even Interview The Best Salesman In Our Industry

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I recently was at a table and had a chance to kick into an interview with one of the best salesman in our entire industry. His Rolodex is ridiculous, everyone knows him and everyone is already used to buying from him.

Well, when we sat down to start talking, I quickly realized that this gentleman was just NOT a good fit into our company. I felt that he would make all the team calls more tense, the office more tense and just make everyone feel more reserved (including myself) and that is NOT our corporate culture.

I actually just finished the chat without EVER going into the interview at all simply because one great salesman is not worth ruining the dynamics of the rest of the team.

So, the next time you look to hire someone, personality is key - think “how would they get along with my team…do they fit?” — You’d be surprised what your answers are sometimes…

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