Not the Time for "Guess-and-Check"

In the seemingly never-ending, downward-spiral of a startup tale that Fast Company mapped out this week in their article titled, “The Demise of Tilt”, readers are guided through Tilt’s unfortunate saga. The article gears up by stating, “In 2015, social payments company Tilt was worth $375 million. Less than two years later, it had lost over 95% of its value and was sold for a pittance. What happened?”

Investments and seed rounds and capital cycles; the story was told through the perspective of money. However, if you read between the dollar signs and get to Tilt founder, James Beshara’s thoughts, most of his reflection is based on his employees and the culture he developed. Based on the article, it sounds like there was a potential disconnect between the founders and the employees. Beshara mentioned that he had too much focus on culture, and not enough focus on goals and standards, leading to an overall lack of accountability from the employees.

As a growing team, the hiring decisions that you make today are what will continue to impact you through the good, the bad, and the growing pains of your company. Scary? No, just the reality of the matter.

Hiring can often feel like an overwhelming process, but breaking down the the process beginning with your end goals in mind, can get rid of that “shot in the dark” feeling.  InDinero’s blog post titled, “Smart Startup Hiring” offers some great food for thought when it comes to hiring with end goals in mind.

She offers four points that include working backwards, quantifying, customizing the strategy and defining the search. These are all great strategies, but the problem with these and other strategies for most organizations is that they lack the quantifiable data to implement them. Most organizations, particularly startups, lack the tools to clearly define a way to quantify core values and more importantly quantify the fit of the applicant’s core values to the organizational culture they will be working within.

We know we’re preaching to the choir on this one, but we wholeheartedly agree with taking a calculated approach to hiring. That’s why when we saw a need for there being actionable data for all aspects of employee and candidate factors such as cultural preferences, personality, strengths and skills, we couldn’t help but fill the gap.

Companies have endless data when it comes to operational metrics, but what about the people themselves? Cloverleaf gives real data on the personality, culture and preferences of your current team and potential employees you’d like to add. Unlike the usual guessing that goes into making sure someone is “the right fit”, you can base your decisions off of real data. We invite you use Cloverleaf for your team free of charge and let us know what you think!

For more blog posts like this, check out People Over Process and Treat People like Money