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Looking for feedback on defining a profile of a "Go-getter"

My partner and I are taking care of all the technical and operational sides of business. Looking to find a third "co-founder" to lead our client acquisition efforts. I used a tool to generate this personality. What are your thoughts when you read this? Note this is not an Ad. Please read it strictly as a personality definition.
1. Spot on 2. Needs work (what) 3. Bad (why)

The focus of this job is on achieving results which are aligned with the larger picture of the
organization and its strategic goals. Initiative, coupled with a sense of competitive drive, and the ability
to stay focused on results despite changing conditions, is the key to achieving the performance
objectives of this job. Because environmental and organizational conditions change rapidly, the work
involves innovation and creativity in generating ideas for quick response. Decision-making is focused
on implementing practical, timely solutions.
The job requires getting things done quickly and handling a variety of activities. Self-assurance, and the
confidence to purposely drive toward results while constantly problem-solving and engaging the
commitment of others is essential. A leadership style that is firm and goal oriented, and yet motivates,
trains, and engages others in an enthusiastic way is important. The emphasis on building rapport and
relationships with individuals and groups requires an outgoing, poised and persuasive communication
style.
Because the pace of the work is faster than average, the ability to learn quickly and thoroughly while
continually recognizing and adapting to changing conditions is critical. The scope of the job may
require effective delegation to proven people. Especially routine and repetitive details should be
delegated but with responsibility for follow up and accountability for timely results.
While the job requires the ability to act independently, a sense of urgency and the confidence to handle
a variety of challenges, a full commitment to the success of the business and high standards of
achievement are expected in this position. The emphasis is on results, and effective systems that
achieve results through and with people, rather than on the details of implementation.
The job environment is flexible, constantly changing and provides growth opportunity, recognition and
reward for the achievement of business results.

32 Replies

Rodrigo Vaca
4
0
Rodrigo Vaca Entrepreneur • Advisor
Product & Marketing
Arthur -

Sorry, but in the spirit of giving candid feedback - I think that description is just absolute BS. It's full of cliches and empty of substance.
I wonder what tool you used to generate this.

Sorry again - I hope you take this in the right spirit.

Rodrigo
Michael Brill
5
0
Michael Brill Entrepreneur
Technology startup exec focused on AI-driven products
I'm going with bad, because it's so generic and universal - these are characteristics you want in pretty much every employee.

If you want someone to make it rain, then you qualify them based on their past experience of making it rain. Find out what *they* did. What were the challenges, what did *they* do and what results did *they* achieve. (Simply being part of a fast growth organization doesn't matter - lots of room for mediocrity.)

You need a sales person. Sales people sell to make a lot of money. All you need is a decent product with good positioning and support, the right compensation model, a quota and someone who can sell. Everything else is noise.

Arthur Veytsman
0
2
Arthur Veytsman Entrepreneur • Advisor
Founder at Immerss, 6x Entrepreneur & Angel Investor. Building relationships with Angel Investors worldwide.
@Rodrigo - always appreciate a candid feedback. That's why I posted it here. I've used this tool very successfully in my other business to match applicants to job description. The tool also generates a bullet list:
Pace and Variety of Activities
  • Sense of urgency for goal achievement
  • Varied activities
  • Multiple, simultaneous projects
  • Multi-tasking
  • Fast-paced environment
Focus
  • Results focus
  • Idea generation, innovative and creative problem solving
  • Rapport and relationship building focused on achieving results
  • Engage commitment of others
Decision-Making
  • Problem solving orientation
  • Risk taking
  • Action-oriented and somewhat collaborative decision-making
  • Quick decision making in response to changing conditions
Communication and Collaboration
  • Extroverted, confident, enthusiastic, persuasive
  • Influences, stimulates others to action
  • Collaboration focused on results
Delegation and Leadership Style
  • Authoritative leadership based on generalist expertise, knowledge of systems
  • Directive leadership to assure business results are achieved
  • Delegation of details as necessary, with follow up on timeliness and quality
  • Accountability for results
Rob Gropper
4
0
Rob Gropper Entrepreneur
Director at PetHero, SPC - Member at Eastside Incubator - Principal at Tuxedo Technologies Group
lots of good words, but way too long and way too short on substance. If i understand the real objective behind your question you want to hire a sales person, correct? Please correct me if i'm wrong. Some of the above descriptions would work well for a paragraph somewhere in a job posting, but i'd cut it way back - to somewhere between 1/4 and 1/3 of what you have above. If your objective is to hire a qualified sales person you need to describe what you want them to sell, to whom, for how much, what resources they will have at their disposal and what compensation looks like. The first things a sales person will look for when evaluating your ad/opportunity is: what do they want me to sell - do i already know it or can i learn it quickly?, to whom do they want me to sell - do i already have connections in this market or do i need to start from scratch? and what is a typical sale worth (LTV or NPV)? - this will help then determine how long a sales cycle should take and general sales activities - i am expected to sell 20 - $200 deals/day and spend most of my time on the phone prospecting or 2 - $1M deals/yr and spend most of my time one strategic selling? And if i do all these things how much will i make? Early conversations (the first one) will get into "is the quota realistic and how long will it take me to get up to speed and start earning a living?" So these are subjects you should address in any ads or marketing efforts to attract a qualified sales person. The wording above says "these guys have no idea how to vet or manage or compensate a sales person". The next red flags will rise if you do not have a clear and detailed handle on revenue, pricing and sales ramp time so spend some time to get those ducks in line.
Arthur Veytsman
0
1
Arthur Veytsman Entrepreneur • Advisor
Founder at Immerss, 6x Entrepreneur & Angel Investor. Building relationships with Angel Investors worldwide.
@Michael - disagree on your point that I would want these characteristics from every employee. Not everyone is a leader, by far. Agree on your point of looking at past achievements. At this time simply trying to attract right people for interviewing.
Tarek Hassan
1
0
Tarek Hassan Entrepreneur
Sales and Business Development
I would ask for a "hunter" type that has an achiever type of personality who wakes up every morning and starts at zero and looks to finish the day with a number of accomplishments, and in this case it would be someone working to acquire as much new business as possible for the company. Something like that. The person
Arthur Veytsman
0
1
Arthur Veytsman Entrepreneur • Advisor
Founder at Immerss, 6x Entrepreneur & Angel Investor. Building relationships with Angel Investors worldwide.
@Rob - this is NOT an ad for a sales person. I am looking for a person(s) to lead my client acquisition effort - this will be achieved via marketing and business dev. 2 different people doing different things, but same trend in personalities.
These individuals will build and manage their departments.
Tarek Hassan
0
1
Tarek Hassan Entrepreneur
Sales and Business Development
Who reads this and understands you will reply and most likely it will be the right person or type of person you want. Once a hunter always a hunter (sorry I had pushed the wrong button before finishing thought )
Michael Brill
1
0
Michael Brill Entrepreneur
Technology startup exec focused on AI-driven products
Arthur, rainmakers make rain. If you want to attract the right people then offer the potential to make a ton of money to people who have a successful background selling something similar to what you're selling. Read Rob's comments... great sales people are a different breed with very specific motivations and concerns. Don't treat them like an engineer or marketing person.

As for whether you want leadership characteristics in other employees isn't for me to say, but when I read through that list, there were very few things I wouldn't want for every employee.

Saundra Duchesse
0
1
Saundra Duchesse Entrepreneur
Creator at Saun
Are you going through a recruiter to find the person? If so, what will be the planned salary? i might know a couple of people. Saundra
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