Makers

Wanted to highlight a couple insights about hiring and DEI initiatives. 1. The difference in competence between two good candidates is often negligible 2. When interviewing multiple candidates for a single role, you often end up with 2+ candidates that would be a perfect fit 3. Decision makers often make biased decisions when hiring and attribute it to difference in interview “score” that’s often just a margin of error (I.e., if you have 100 pt system a 85 and a 95 are probs the same)

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“Don’t do awareness campaigns on gun violence, it doesn’t change anything” That seems to be the golden argument for people who can’t stand awardwinning work on gun violence. Does that mean that cartoonists, documentary makers, musicians, writers, journalists and movie directors should stop making stuff about gun violence too? all that stuff doesn’t change anything either, no? ‘Imagine’ from John Lennon didn’t stop the war, he just did it to win a Grammy? Hm.

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Getting intrigued by corp dev.. how common is corp dev as an exit from MBB, vs corporate strategy? And how are corp dev teams / folks viewed internally by PnL owners within F500 companies vs corp strategy folk (ie I’ve heard the latter are sometimes viewed as PPT makers with limited impact which impacts exits out of corp strategy)?

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Hiring 3 Pre-Sales Engineers in the NYC metro areas. Be paired 1:1 with a Field Sales Account Manager and sell the world leading solutions in cybersecurity! 200-220k OTE with 70/30 split + RSU's. Ideally you will be coming from "industry" and have 4-8 years experience consulting on security solutions to senior decision makers. Link to apply: smrtr.io/9t64s

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