<p>Hiring an Army buddy. </p>
<p>Undergrad Econ at La Salle
Grad Cert. Project Mgt at Villanova
15 years in the military
Going to Grad School
Doing OCS this summer.</p>
<p>I'm bringing him for the corporate finance side of my Registered Investment Advisory. We do international trade finance, import/export, and overseas business development. </p>
<p>His best traits:<br>
1) I've served with him in the army and I trust him.
2) I'm intimately familiar with his work in Army Special Operations and know what he is capable of.
3) We have similar values specifically in the desire to assist with international economic development and the expansion of markets worldwide. He wants to make a lot of money doing it.</p>
<p>My biggest struggle:
1) Building a program over the summer that will include a new partner who may want a significant profit share or, god forbid, equity in my firm.
2) I have to define his role as VP or Sr. Associate and give him some direction that will best help the firm and give him the best opportunity for deal origination.
3) I don't expect him to be a serious rain maker. His skill is as a project developer/manager. I can drop him in country with nothing more than a U.S. consulate phone number and honestly expect him to have a viable project or enterprise proposal with all of the necessary host nation support and resources identified or in place in a few months. (Excuse the pride but - Army Airborne Special Operations)</p>
<p>Most of the posts here are about the search for jobs and less about the search for talent. This is an example from an entrepreneurs perspective. I identified him and a list of other potential candidates over the years since freshman year in undergrad. I always knew I would build my own firm so I began recruiting early before there was a firm by thinking about the types of personalities would fit.</p>
<p>I have always had someone asking me for a job. People seem think that the hire decision is something mindless and impersonal. Hiring manager think about the types of people who they would like to work with, who is most likely to be productive, and can they grasp and embrace the firms (or the CEO's) mission and vision.</p>
<p>Hire decisions are less about the schools people come from or their GPA, and more about a persons fit into the company. Those are not qualities they are measures used to compare similar candidates. </p>
<p>I would say it's the relationships you build over your life more than your grades, school, or major that increases your chances of getting into prime positions. Every individuals definition of success is different. In my case success involves braving high risk situations in more often than not adverse conditions with high barriers. My colleagues enjoy that too. We get as big a rise out of the lessons learned from failed projects as we get out of the prospect of high profits.</p>
<p>Other hiring managers or owners on CC should post their selection stories or key qualifications to help the guys prepare.</p>
