Entrepreneurship · Marketing

Looking for feedback on defining a profile of a "Go-getter"

Arthur Veytsman Founder at Immerss, 6x Entrepreneur & Angel Investor. Building relationships with Angel Investors worldwide.

January 7th, 2016

My partner and I are taking care of all the technical and operational sides of business. Looking to find a third "co-founder" to lead our client acquisition efforts. I used a tool to generate this personality. What are your thoughts when you read this? Note this is not an Ad. Please read it strictly as a personality definition.
1. Spot on 2. Needs work (what) 3. Bad (why)

The focus of this job is on achieving results which are aligned with the larger picture of the
organization and its strategic goals. Initiative, coupled with a sense of competitive drive, and the ability
to stay focused on results despite changing conditions, is the key to achieving the performance
objectives of this job. Because environmental and organizational conditions change rapidly, the work
involves innovation and creativity in generating ideas for quick response. Decision-making is focused
on implementing practical, timely solutions.
The job requires getting things done quickly and handling a variety of activities. Self-assurance, and the
confidence to purposely drive toward results while constantly problem-solving and engaging the
commitment of others is essential. A leadership style that is firm and goal oriented, and yet motivates,
trains, and engages others in an enthusiastic way is important. The emphasis on building rapport and
relationships with individuals and groups requires an outgoing, poised and persuasive communication
style.
Because the pace of the work is faster than average, the ability to learn quickly and thoroughly while
continually recognizing and adapting to changing conditions is critical. The scope of the job may
require effective delegation to proven people. Especially routine and repetitive details should be
delegated but with responsibility for follow up and accountability for timely results.
While the job requires the ability to act independently, a sense of urgency and the confidence to handle
a variety of challenges, a full commitment to the success of the business and high standards of
achievement are expected in this position. The emphasis is on results, and effective systems that
achieve results through and with people, rather than on the details of implementation.
The job environment is flexible, constantly changing and provides growth opportunity, recognition and
reward for the achievement of business results.
Growth-hacking isn’t about quick wins and shortcuts, although they exist. In this course, we’ll cover the six-step growth hacking framework, how to measure user retention for your business, how to increase engagement and retention, and a bunch of case studies.

Michael Brill Technology startup exec focused on AI-driven products

January 7th, 2016

I'm going with bad, because it's so generic and universal - these are characteristics you want in pretty much every employee.

If you want someone to make it rain, then you qualify them based on their past experience of making it rain. Find out what *they* did. What were the challenges, what did *they* do and what results did *they* achieve. (Simply being part of a fast growth organization doesn't matter - lots of room for mediocrity.)

You need a sales person. Sales people sell to make a lot of money. All you need is a decent product with good positioning and support, the right compensation model, a quota and someone who can sell. Everything else is noise.

Rodrigo Vaca Product & Marketing

January 7th, 2016

Arthur -

Sorry, but in the spirit of giving candid feedback - I think that description is just absolute BS. It's full of clichés and empty of substance.
I wonder what tool you used to generate this.

Sorry again - I hope you take this in the right spirit.

Rodrigo

Rob G

January 7th, 2016

lots of good words, but way too long and way too short on substance.  If i understand the real objective behind your question you want to hire a sales person, correct?  Please correct me if i'm wrong.  Some of the above descriptions would work well for a paragraph somewhere in a job posting, but i'd cut it way back - to somewhere between 1/4 and 1/3 of what you have above.  If your objective is to hire a qualified sales person you need to describe what you want them to sell, to whom, for how much, what resources they will have at their disposal and what compensation looks like.   The first things a sales person will look for when evaluating your ad/opportunity is:  what do they want me to sell - do i already know it or can i learn it quickly?, to whom do they want me to sell - do i already have connections in this market or do i need to start from scratch? and what is a typical sale worth (LTV or NPV)?  - this will help then determine how long a sales cycle should take and general sales activities - i am expected to sell 20 - $200 deals/day and spend most of my time on the phone prospecting or 2 - $1M deals/yr and spend most of my time one strategic selling?  And if i do all these things how much will i make?  Early conversations (the first one) will get into "is the quota realistic and how long will it take me to get up to speed and start earning a living?"  So these are subjects you should address in any ads or marketing efforts to attract a qualified sales person.  The wording above says "these guys have no idea how to vet or manage or compensate a sales person".  The next red flags will rise if you do not have a clear and detailed handle on revenue, pricing and sales ramp time so spend some time to get those ducks in line. 

Anonymous

January 7th, 2016

Let's cut to the chase:

WANTED: Rainmaker for client acquisition for the next killer app (aka a startup)

1. Send proof of your ability to produce results
2. Best phone number (including area code)
3. Equity is [is not] available 

We are the "A" team with proven ability to execute.
Here is our AngelList profile: [URL]

Neil HereWeAre Want To find-close Business Online without competition Before They Google Search? We solve this problem 1(508)-481-8567

January 7th, 2016

3-bad-

I don't have a clue on what the job is and yes I read the description several times. Its all vague mush.

So...what is the specific  job????

I as a reader have no clue at all.  Sorry but this really is BAD for finding and attracting the right person to do what you need done.

Please, in this online you have a 3 seconds reader review attention, listen to us folks telling you its plenty of words that say zero re what you need. The first few sentences don't even offer a clue so most folks will go no farther than that.

Its not a spec you are writing, its a very specific job you need done and you want to use this to find the people who can do the job.



David Salinger

January 7th, 2016

Arthur - my belief is that there is no profile or posting or description or listing of desired skills/abilities/attributes that will deliver a line out your door of candidates who can help you achieve your goals. Especially when your door opens to an early-stage venture. Because of that, I tend to come down pretty hard against spending too much time on developing them.

Instead, my focus is typically centered on defining what you and your organization can offer to the right type of candidate. This is effective in all disciplines, but ESPECIALLY when it comes to growth, marketing and revenue-oriented roles. You need top talent to product the best possible results for you, and those people are generally too well compensated, too highly regarded within their current team, and (if those two are true) way to darn busy to read much more than a few bullet points about what's in it for them.

My advice would be to re-tool your approach so that you have a piece of collateral that creatively offers a view into what would make the role an amazing upgrade to what the person (who demonstrates all of your well-defined attributes and capabilities) has today.

In the end, the most talented potential candidates - particularly executive leadership superstars - have no patience or time for scrolling through a list of all the things they already know they can hit out of the park. They are doing those things everyday now. What they DO have time to do is consider why being wildly successful in that role for you offers them upside and a better opportunity to grow and be more successful than staying with the organization they do it for today.

Full disclosure: I am very biased. My company's product is centered squarely on helping leaders attract the best talent to their teams.

Stephanie Thompson Principal Recruiter at DreamBox Learning

January 8th, 2016

I agree that it sounds good until you realize you never really say anything here.  The heart of a good description should break down into 1) what we are doing and why we need you, 2) what exactly it is we need you to do and 3) what's in it for you.  Call out the connection between high level and tactical skills and then the upside.

 BTW, can't find where you give the name of this tool. Would like to see it myself.

Anonymous

January 7th, 2016

I would ask for a "hunter" type that has an achiever type of personality who wakes up every morning and starts at zero and looks to finish the day with a number of accomplishments, and in this case it would be someone working to acquire as much new business as possible for the company.  Something like that.  The person 

Rob G

January 7th, 2016

@ Arthur, i stand corrected. your question made it sound like you were looking for sales/revenue.  Perhaps it was the term 'rain maker' that threw me - a term i typically associate with "bring in clients and revenue/profit".  So have you already built your sales team?  If so then marketing and business development certainly make a good complement to your existing sales capabilities - "cloud seeding" in the rain-maker parlance.  The word "client" indicates to me a B2B model VS "customers" (either b2c or b2b).  If you have not yet built your sales team or at least hired the person who will build and run that team and your model is mostly b2b then I would suggest holding off on marketing and biz dev until you have the sales team/position running effectively and already "acquiring clients".  

Saundra Duchesse Creator at Saun

January 7th, 2016

Agreed with @bassill Nick 

I would read it like this: 

My partner and I are Looking to find a "make-it-rain" person to lead our client acquisition efforts. 

The focus of this job is on achieving results which are aligned with the larger picture of the
organization and its strategic goals. 

Candidate:  The Key to achieving the performance objectives of this job is the ability to stay focused on results despite the changing conditions. Because environmental and organizational conditions change rapidly, the work involves innovation and creativity in generating ideas for quick response. A full commitment to the success of the business and high standards of
achievement are expected in this position. 

The job environment is flexible, constantly changing and provides growth opportunity, recognition and
reward for the achievement of business results.

Requirements:
- initiative couple with a sense of competitive drive. 
outgoing, poised and persuasive communication style.
- ability to implement practical, timely solutions.
- Self-assurance, and the confidence to purposely drive toward results while constantly problem-solving and engaging the commitment of others. 
- A leadership style that is firm and goal oriented, and yet motivates,
trains, and engages others in an enthusiastic way. 
- emphasis on building rapport and relationships with individuals and groups
- Ability to work independently while also having a sense of urgency and the confidence to handle
a variety of challenges