My First Million
The best business ideas come from noticing what's working and doing it better, faster, or for a different audience.
Evaluate executive candidates by the quality of their professional network
Why It Works
Great leaders maintain relationships with other great talent and can attract them to new opportunities
Prerequisites
How to Execute
Ask candidates who they would bring with them
Verify relationships with former colleagues
Check if former team members followed them to previous roles
Assess quality of people in their network
When It Fails
For individual contributor roles or when network quality doesn't match role requirements
Real Example
“VP Sales candidate brings their former SDR manager, two closers, and sales ops person - strong signal they can build and lead teams effectively”
Related Knowledge
Demand-Guaranteed Service Business
Most service businesses struggle with uncertain demand and customer acquisition risk
Management Diamond Framework
A diagnostic framework for understanding why employees aren't performing by examining four core areas: what (unclear exp
Mosaic 6 Business Constraint Framework
Six core areas that limit business growth: More (traffic/leads), Metrics (tracking/optimization), Market (product-market
Identify genuinely intelligent candidates during interviews
Hiring candidates who demonstrate high learning velocity and can bridge skill gaps quickly
Hire C-level executives who can operate as true partners
Leaders you seek advice from on complex problems who bring their own networks and can operate full-stack
Hire for Smallest Skill Deficiency
Always hire the candidate with the smallest gap between their current capabilities and role requirements, regardless of