How to hire low experience, high potential people

Technical leaders often shy away from hiring green talent because experience is easy to measure. The piece argues that the real advantage lies in finding people who can deliver wins-above-replacement despite a thin resume. Look for stories where the candidate single-handedly dragged a project to completion, showing creativity in identifying the larger problem and relentless follow-through.

The interview framework focuses on three practical cues: creativity in problem framing, resourcefulness to see things through, and a clear sense of agency. Questions like "Tell me about your best X" or "If your life were a book, give me the chapter titles" force candidates to narrate concrete achievements, grit from early life, and a coherent, non-defensive personal narrative.

Beyond raw talent, the article stresses high EQ and persuasion: the ability to read a room, tailor language, and influence peers. Look for "game recognize game" moments where the candidate adjusts tone with multiple interviewers and shows coachability through feedback loops. Excellence in any domain-sports, music, puzzles-signals the discipline to master new skills.

Finally, balance optimism with humility. A candidate should have a chip on their shoulder that fuels drive, not a crippling insecurity. Positive energy, willingness to tackle imperfect situations, and a realistic view of their own strengths and blind spots round out the profile of a high-potential hire who can grow into a future COO-type leader.