You’re the first PM at a startup. You are a small company with one product, searching for product market fit. You grind and preserve and you achieve the holy grail of product market fit. CEO walks over and says “It’s time to start scaling, give me a plan, how are you going to scale the product management team? Let’s chat in a few days”. At this moment you are probably thinking “whoa what? team? There is going to be more of me (PMs)?”
How can I do it? So many questions. Where do I start? How do I hire? What do I do?
Have no fear, read on.
The Myers Briggs Type indicator (MBTI) is used to understand your personality type. The idea behind the indicator is that if you understand your personality and default preferences then you are able to play to your strengths. In addition, by knowing your team’s preferences, you can communicate better with your teammates and thus become a high performing team.
This post is all about the close. What are the key areas you should focus on to make the hire?
Open access to the management team
Now that you have all the meat of what you want to do mapped out, it’s time to put the pieces together and orchestrate an execution plan. Continue reading “The ultimate guide to product management hiring, Part 3: Execute Execute Execute”
This post is #2 in the series of “The ultimate guide to hiring PM’s”. Post #1 is here.
Continuing with the theme of approaching the hiring process as a product, the hiring process has two main goals:
- Targeting: Find the right person. Create an efficient interview process that provides a full view of the candidate.
- Conversion: Reduce the candidate’s friction. Once you have decided you want a person on your team, ensure you have the best method to convert the user (candidate) to a customer (full time hire).
So you need to hire a PM or build out a PM team. Where to begin? What are some best practices? WHAT TO DO!
Fear not, this four part series will give you a framework along with an operational guide to getting it done. These posts are a result of all the mistakes that I have made and the learnings that I have painfully gained 🙂
This four part series will cover
- What it is that you really need? This post.
- Creating the hiring process
- Executing to the process
- The post interview experience
In todays hyperconnected world data is often touted as a competitive advantage. A cursory google search provides a lot of self evident truths “use big data” “Analyze, insight, execute” “Big data will revolutionize your business” , what does this really mean in practice? To gain a true competitive advantage you need to have a comprehensive data strategy which consists of both a simple and relevant mental model and the associated operational structure and processes to actually make it happen. Continue reading “Data data everywhere”
I’ve been thinking a lot lately on how to be more productive than I currently am. At the beginning of each year I always write down a list of things I think I should get done this year, but never get around to actually doing all of them. I don’t even know at the end of the year which part was complete and which was not! So naturally I gravitated towards, maybe if I write everything down into a task list and just start checking it off, I might actually get more done. Off I went in search of a perfect TODO list tool. Many many tools later, still not getting stuff done 🙁 Continue reading “How to manage your life like a product manager”