Emma Grede

Now, number three, I'm testing for flexibility.

I told you, I rule out anyone in senior roles who's overly fixed or overly rigid.

In the interview, that shows up when someone can only talk about what they've done.

not what they'd do differently not what they're curious about not what they'd want to learn when someone tells me the only way to get from here to there is the way they've been doing it for the past 20 years I already know we're just not the right fit okay here we go another old fault a good hire is someone who fits your culture makes a lot of sense right

Never.

The new fault.

A good hire is someone who challenges your culture.

And this one is going to be a little uncomfortable for you because it's definitely been uncomfortable for me in the past, but I promise you it works.

Because we all love the idea of a culture fit.

It sounds so good.

We want people who get us, who align with our values, who feel like they belong.

And I'm not saying culture doesn't matter.

Of course it matters.

But let's be honest about what culture fit has become.

It's become code for someone I'd want to have lunch with, someone who feels comfortable, someone who doesn't rock the boat.

And here's the problem with that.

If you only hire people that feel comfortable, you're going to build a company that is very, very comfortable.

and probably not very good.

The best hires that I've ever made are the people that challenged me.

People who disagreed with me in meetings, people who said, I hear you, Emma, but I actually think you're wrong about this, and here's why.