OP #269: The Talent Issue + Supplemental Content

Author

Darren Herman
September 24, 2024

OP Community,

This is one of my favorite Operating Partner issues of the year: the Talent Letter. Each year around this time, I dive deep into a talent-related topic, and this year, thanks to your feedback, we're focusing on what to prioritize—and what to avoid—when talking to a recruiter about a potential job.

I’m fortunate to know some incredible recruiters, and six of them generously volunteered their time for interviews over the past few weeks. The Operating Partner community will benefit from their insights, so be sure to read on. There's even a supplemental PDF with more information, as this has become such a hot topic.

💪 OP community member Phil recommended I read The Art of Action by Stephen Bungay.  I watched this video on YouTube and thought you may like it as well.

🌐 Taste is Eating Silicon Valley. An evolution of the original piece of Software is Eating The World (2011). The premise of this piece is that with AI, software becomes commoditized and ubiquitous. How we differentiate with software is now the UI/UX and “taste” layer.  Funnily enough, Taylor Davidson and I had this thesis over a decade ago at kbs+ Ventures.

👩‍💻 If you are interested in the business of video games, here’s a cool business infographic on how dollars flow into and out of EA.

✨ Rishad T writes a fantastic piece labeled AI, Humans and Work: 10 Thoughts. I am going to write a build/response to this excellent piece in a future OP but it’s a must read for anyone. Just like most technology innovation, we undershoot the impact and overshoot the timeline which most likely will play out here too.

🏀I will miss Adrian Wojnarowski as he retires from ESPN to GM his alma mater's basketball team. Over the past decade, there was no other reporter who dropped more trades/moves/insights than Woj.

Here’s a few articles to get us started:

Make sure to read the below piece on recruiting as most of us will go through this at least once in our career.

Have a great week,
Darren

What to Do (and Not Do) When Preparing for an Executive Recruiter Meeting

In order to prepare for this piece, I reached out to friends who are executive recruiters at a variety of firms and asked them a set of interview questions. Their answers are invaluable to anyone who is thinking about or currently talking to an executive recruiter about a potential job. 

Below is a summary of the piece, but be sure to check out the full presentation for even more valuable insights from some of the best recruiters in the industry. Feel free to share both the summary and the presentation with anyone you think would find it helpful.

Executive recruiters are gatekeepers to some of the most coveted roles out there. Whether you’re on the hunt for your next position or simply exploring future opportunities, knowing how to prepare for and engage in these meetings can dramatically affect your chances of success. So, let’s break down the do’s and don’ts through a great group of executive recruiters who graciously volunteered some time and knowledge for this piece.

The Do’s

1. Know Your Story and Be Ready to Tell It

Rick Bank at True Search emphasizes the importance of clarity and succinctness. When a recruiter asks about your background, don’t ramble; focus on outcomes and results. What did you deliver in your previous roles? Did you grow revenue? Improve efficiencies? Delivered a measurable result? Be ready to answer these questions clearly and with data​.

Joseph Frohlinger from Exec Recruiter takes it a step further, advising you to understand the recruiter’s niche and industry expertise. Knowing their focus allows you to align your story with what they are looking for. This isn't just about rehearsing your CV—it’s about telling a compelling narrative.

2. Prepare for the Long Game

Jennifer Doidge of Russell Reynolds highlights that the recruitment process often takes longer than expected. This can be frustrating, but it’s crucial to remain patient and engaged. Follow up with the recruiter periodically to show continued interest, but don’t overdo it. Understand that every interview is part of a larger relationship-building process​.

3. Be an Active Listener

Jeff Sternberg at Hunt Club advises that active listening is essential. Many candidates make the mistake of waiting for a moment to launch into their pre-planned monologue. Instead, engage with the recruiter’s questions and weave your experience into the conversation in a way that makes sense based on the flow​.

4. Highlight Operational Excellence

Eric Larson from Riviera Partners underscores the importance of demonstrating operational excellence, particularly for private equity-backed companies. These firms want to know how quickly you can make an impact. Be prepared to talk about specific examples of how you’ve driven operational improvements, managed risks, and scaled teams​.

5. Show Reciprocity

Brian Mitchell of GM Ryan adds a less obvious tip: be reciprocal. Recruiters work hard to place candidates in the right roles, and those who go out of their way to help their recruiters by providing references or recommending candidates for other roles often stay top of mind. It’s a small gesture that can pay long-term dividends​.

The Don’ts

1. Don’t Blame Others for Failures

Rick Bank stresses the importance of owning your mistakes. Every executive has experienced setbacks, but how you explain those failures says a lot about your maturity and resilience. Instead of pointing fingers, focus on what you learned and how you improved as a leader​.

2. Avoid Overconfidence

Jennifer Doidge advises against being overly confident, even when you’re receiving positive signals from the recruiter. You’re never guaranteed the job until the ink is dry, and overconfidence can lead to complacency. Stay engaged and show that you are invested in the process until it’s officially over​.

3. Don’t Just Stick to an Elevator Pitch

Eric Larson warns against relying too heavily on a rehearsed elevator pitch. Recruiters prefer unscripted conversations where they can get a real sense of your personality and thought process. If all they hear is a rehearsed speech, they may question your ability to handle more dynamic situations​.

4. Don’t Use Job Offers as Leverage

Jeff Sternberg reminds candidates not to use job opportunities as leverage for a promotion or raise unless you genuinely plan to make the move. This is a quick way to burn bridges with both recruiters and potential employers. Recruiters can usually sniff this out, and it’s unlikely to end well​.

5. Avoid Lack of Preparation

Jennifer Doidge and Brian Mitchell both point out that lack of preparation is a major red flag. Even for exploratory conversations, doing some level of due diligence is crucial. Know who the key players are—investors, the board, competitors—and have intelligent questions ready. This demonstrates your interest and ensures the conversation will be substantive​.

6. Don’t Stick to Generalities

While it’s important to understand market trends, Rick Bank advises against sticking solely to generalities. Specific, tangible data points will give the recruiter (and their client) a much richer understanding of your capabilities. This is especially important in industries that are highly metrics-driven​.

7. Don’t Quit Your Current Job Without a Plan

Brian Mitchell provides practical advice—don’t quit your current job unless you have something lined up. If you’re actively looking while unemployed, you may be perceived as less marketable than if you’re still employed. Quitting can also add unnecessary stress to your search unless your environment is truly intolerable​.

Wrapping It Up

Meeting with an executive recruiter isn’t just about filling a role—it’s about positioning yourself for the right opportunities. Whether you’re aiming for your next role or laying the groundwork for future opportunities, preparation is key.

  1. Tell your story clearly and focus on outcomes.

  2. Be patient and view the process as relationship-building.

  3. Be an active participant in the conversation—don’t just wait for your turn to speak.

  4. Demonstrate operational excellence and know your unique value.

  5. Reciprocate by helping your recruiter when possible.

Avoid the pitfalls of blaming others for failures, being overconfident, or treating the conversation as transactional. Show your commitment, and the recruiters will keep you top of mind for the right role. After all, the goal is not just to find any job, but to find the best-fit role where you can thrive.

Below are a few articles I came across this past week that I found interesting. While I may not agree with everything in each one, I think they're worth a read. If you stumble upon an article you think I or the Operating Partner community would enjoy, feel free to share it with me. Of course, I reserve the right to decide what gets featured in the OP.

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