Thanks for the thoughts, Chavie Sosa. Great perspective and advice for candidates that want to differentiate themselves! #interviewing #mentorship #recruiting #privateequity #CMO
Executive Recruiter I Private Equity Talent Acquisition & Advisory I Commercial Business Services, Construction & Manufacturing | MIT MBA
I’m finishing up a VP of Marketing search for a roofing product company (an amazing company that developed a product that extends the life of roofs by up to 15 years!).? They’re scaling fast. One of the most critical aspects of this role is culture fit, someone who thrives in an entrepreneurial, fast-paced, low-ego environment. One interview question I am using to test this: "Tell me about a time you tested a marketing idea you thought was GREAT, but it didn’t work as expected. How did you adjust? What did you do differently moving forward?" For me, it’s not just about what example candidates given, it’s how they respond: - Candidates who are used to fast-moving, high-growth environments and have the humility to embrace mistakes usually laugh and say something like, “Oh wow, I have so many to choose from!” As they respond, you can see that they know trial and error is part of the process and don’t take it personally. They own their missteps, learn, and move forward. - Candidates who would struggle in this environment tend to get stuck trying to come up with an example… “Hmm, an idea that didn’t work? An idea that didn’t work…” They eventually come up with something, but it’s clear they haven’t operated in an environment where iteration, learning, and quick pivots are the norm. Or, maybe they’re just not comfortable admitting when something didn’t work, which won't work in this company that values adaptability over ego. How candidates respond, not just what they say, really speaks volumes.