I’m the VP of marketing science at LiftLab. But instead of crunching numbers all day, I’m mostly focused on recruiting talent. Here are the 4 key traits I look for in hires: 1) Curiosity and proactivity First and foremost, I look for individuals who are inherently curious. They don't just do the task at hand, but try to anticipate and understand the "why" behind it. Curiosity is hard to train. You either have it or you don't. It's about constantly asking why and then digging deeper, layer by layer, to get to the root cause. 2) The *right balance* of ego I want team members who have enough ego to persistently hunt for answers, but not so much that they assume they know everything without having the data to back it up. It's a delicate balance - the drive to solve problems, but the humility to let the facts guide you. That’s pretty rare to find, too. 3) Independence and Ownership When I hire someone, I want to trust that after a few months of ramp-up, they can own their book of business. I shouldn't have to constantly micromanage. Giving your team ownership creates a culture of responsibility and pride. If you can't trust your hires to work autonomously, you've made the wrong hire. Correct me if I’m wrong. 4) Technical Aptitude Hard skills can be trained. But a baseline of technical aptitude is still key. I like to use a set of simple questions to qualify for this: I’ll ask them to explain a side project they've worked on, even if it's as simple as setting up their parents' WiFi. What I'm looking for is how well they can break down technical concepts. Can they find analogies and common ground to make the complex simple? That communication skill is key for the work here at LiftLab. — Ultimately, marketing science is a multidisciplinary role. It requires making decisions, working with clients, collaborating with product and data science teams, and using statistical models. And to be honest, finding someone with that *full* skill set is tough. So, I focus on identifying the core soft skills: 1. Curiosity and proactivity 2. The right amount of Ego 3. Independence and ownership 4. Technical aptitude … and then train the hard skills on top of that foundation. PS - I work on hiring because that’s what enables my team to level up. I need people that I can trust and that can deliver amazing work for our clients. When I can step away and know the ship will keep sailing smoothly, that's when I've done my job right. And it all starts with bringing the right people on board. #marketingscience #marketinganalytics #marketing #hiring
Andrew Huang
1mo
I agree with this. What are some of your favorite interview questions in a 30 minute screening call?
So good to see your success!
Jayne Wallace
1mo
Proud of you!
Hrushi Ayre
1mo
I liked how you broke down what you look for in hires! Curiosity, just the right amount of ego, and real ownership are so key. Agree that while technical skills can be taught, those core soft traits are priceless. Thanks for sharing these excellent insights
Aliza Goldgewert
1mo
The way you're testing for Technical Aptitude ties nicely into Curiosity and Proactivity, as well as Humility. You can tell volumes from how excited someone is to explain a technical concept and how patient they are with making sure it's clear to the audience in front of them.
Maryam J.
1mo
Well said. Investing is the right people has the greatest return. I admit I was a bit surprised when I saw ego as a prerequisite, but you explained it and indeed it's important to have the right balance. Also, what roles are you currently hiring for? Do you mind sharing?
Co-founder @ Wilde
1moEgo is such a loaded term. Everyone says they want someone with no ego, but as you point out, the right ego manifests as tenacity