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Uplers’ Post

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"In a Fortune 500 company, they are more willing to train a bad hire and get them to the level they need to be. Startups don’t have that luxury. One bad hire can make a huge impact."says Edward Morgan, Founder and CTO of Gordian Knot in our conversation with Jaymin Bhuptani. ✅ What we covered? → How AI tools are revolutionizing structured product interviews → Core principles for hiring in engineering and product roles → Differences in hiring practices between Fortune 500 companies and startups → Building high-performing teams while tackling talent challenges → The future of distributed and remote teams in startups → India’s expanding role as a global talent hub for startups Don't forget to catch the full convo – it’s packed with insights! 🎧 Full episode: https://lnkd.in/dTnqebdH #HiringExcellence #TeamBuilding #AIinHiring #Leadership #StartupVsFortune500 #RemoteTeams #IndiaTalent #ProductManagement #StartupLife #SaaS #EngineeringTeams #HireFromIndia #IndianEngineering #StartupCulture #TechTalent #TeamBuilding #Podcast

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Transcript

OK, let's let's dive into your experience working with large Fortune 500 organizations as well as startups, right? Especially when it comes to hiring. What are the different approaches you have seen? Strangely enough, for many large Fortune 500 companies are very risk averse and many, many ways, but they also have the benefit of being able to like absorb some bad hires because they're. They're willing to to train some of those people to get them to where they need to be. And so, you know, being able to get somebody who maybe meets 80% or 70% of the requirements and then train them up the rest of the way. I definitely see that far more in a Fortune 500 company than I do in a startup. Startups are by their nature whiskey. So you have one bad hire and a start up. It's going to be a huge impact. Fortune 500 company, not quite so much. You know, I, I will say that tends to be more hoops you have to jump through and a Fortune 500 company, you know, like, because they, they like to collect data. So they want to have a lot of data before they make a decision. But when they have that data, they're more willing to compromise on some of the aspects of, of hiring. Then a startup would be brought up to collect less data. But you really need to, you need to hit all the marks in a start up in a Fortune 500 company, you're gonna go through more rounds of interviews. But you can sort of, you can get 80% in one of the interviews or two of the interviews and still end up getting the job.

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🎧 Catch the Full episode here 👉 https://lnkd.in/dTnqebdH (don't miss it)

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By tuning in, you'll learn more about the product and discover how to hire engineers from India. Don’t forget to follow us for more exciting podcasts and insightful content! 🙂😍

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✅ What we covered in this amazing podcast? → How AI tools are revolutionizing structured product interviews → Core principles for hiring in engineering and product roles → Differences in hiring practices between Fortune 500 companies and startups → Building high-performing teams while tackling talent challenges → The future of distributed and remote teams in startups → India’s expanding role as a global talent hub for startups

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