And, you can find me on Google+
If you have questions about startups, you can find me and a bunch of other startup fanatics on the free Q&A website:
For those of you that are regular readers, you may know that
in addition to this blog, I also co-author http://www.smallbusinesshub.com
with Brian Halligan.
Brian has a very thought-provoking article on SBH titled “Secrets
Of Success: What Baseball Can Teach You About Your Business”. It’s
well worth the read. If you only have time to read this article or Brian’s,
read Brian’s. Every four to six weeks, Brian really hits one “out
of the park” (pun intended), and this is one of those.
For the record, I’m not an avid baseball fan. I live
within walking distance of Boston’s
Fenway and have only been to a single game. Despite this lack of any knowledge
about baseball, I found this article extremely interesting because it looks at
some of the numbers and statistics behind the game – and how that
influences strategy and outcome.
I’m always intrigued by looking for patterns in
business. I think the companies that often succeed are the ones that are able
to detect interesting and high-impact patterns that others do not see. Brian
cites the example of hedge-fund managers, which I think is a great example for
this “pattern matching” model. But, I think this applies to all
sorts of businesses – including startups.
As a startup founder, one of your biggest challenges is
finding the “right” people. Unfortunately, just like baseball, the
“right” person is not necessarily the one with the highest IQ, the
most relevant experience, the one with the most degrees or the one that happens
to live in the same town as you. In fact, if you “solve” for one
or more of these particular variables, you’re likely going to end up
over-paying because you are sub-optimizing at some level. If you hire the “smartest
person you can find”, you are overpaying because your particular need may
not necessarily need the “smartest person you can find”. In
essence, you are paying a premium for a trait that is not likely to give you a
In any case, I just wanted to share Brian’s article
and possibly spark some discussion around how a more analytical approach might
be applied to startup hiring. Any thoughts?
Posted by Dharmesh Shah on Tue, Feb 06, 2007
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