Reed Hastings

And some of it is coachable and some of it is not.

So you first lean in on that aspect and are communicative and clear.

And so that's tended to work very well.

I would say almost always I'll have a meal with them.

And it's sort of how they interact with the service staff, the food, you know, aspects of humanity and character.

might be one of the most telling.

Mostly by track record.

I mean, if they've moved jobs every 18 months, that's one pattern.

And if they've been six years and then three years and then seven years with someone, you can sort of see that's their orientation.

They dig in and try to make it work.

So the past, again, for a more senior employee where there's a long enough run to be able to see those makes a real difference.

Yeah, I mean, we rarely ask people for references because those are so anodyne.

So then it's climbing through LinkedIn histories, finding cross things, going to quite some lengths to get references that are more loyal to me

than they are to the candidate.

Because again, you know, if you ultimately do all that and you end up with a candidate's brother, they're just going to say nice things.

So you got to find, you know, intermediates when you can.

Sometimes you can't.

Well, for sure.

But I'll go to like their prior, you know, generally they're currently employed and that's not a safe place to go for them.

So then I'll look at the prior employer and then try to comb through and try to find people who work there who are probably knew the candidate.