At Fuckup we have chosen a path of financial sustainability that gives us full independence and focuses us on quality and evolving. We’re trying to build a 100-years social enterprise, not an NGO.

This focus on organic growth has allowed us to, in the last 2 years, fill a position every less than 2 months. That’s more than 100 candidates and hundreds of interviews that have helped us better define who we hire.

We share the opinion that an A player is 10 to 100x more impactful than an average one. Based on our values, these are the base characteristics that we look for on potential Fuckup rockstars:

At Fuckup we have chosen a path of financial sustainability that gives us full independence and focuses us on quality and evolving. We’re trying to build a 100-years social enterprise, not an NGO.

This focus on organic growth has allowed us to, in the last 2 years, fill a position every less than 2 months. That’s more than 100 candidates and hundreds of interviews that have helped us better define who we hire.

We share the opinion that an A player is 10 to 100x more impactful than an average one. Based on our values, these are the base characteristics that we look for on potential Fuckup rockstars:

Humility: People who control their egos and understand their room for improvement. Team players that are here for the purpose, not the recognition.

Mental structure: There are people who talk about people, about facts, or about ideas and first principles. There are ones who consume information, or who consume knowledge and build wisdom. We look for the latter of both. Candidates who can show in concise ways something measurable they have improved or built.

Better than us: I had a hard time understanding the old mantra of “hire people better than you”, until I realized that they don’t have to be better than us/me at everything, but only on at least one thing that complements our capacities and culture.

Proactivity and learning: There are people who move away from things, and people who move towards things. People who act from a place of fear, and people who act from a place of love and abundance. They want to be 1% better every week.

Growth mindset: They see challenges and difficulties as opportunities for growth. People who believe they can learn or build any skill, who understand the nature of their circumstances, but aren’t limited by their beliefs.

Discipline: People who understand that discipline is the way to build the habits that bring fulfillment. They think in terms of measurable and iterative improvements, not divergent great ideas and silver bullets. They understand that we overestimate what we can do in one year and underestimate what we can do in ten years.

Defined values: Most people never ask themselves what they really value, so they end up living the life others design for them. We look for misfits who can’t avoid being authentic and therefore live life without filters. These are the candidates that bring the diversity we appreciate so much.

Humility: People who control their egos and understand their room for improvement. Team players that are here for the purpose, not the recognition.

Mental structure: There are people who talk about people, about facts, or about ideas and first principles. There are ones who consume information, or who consume knowledge and build wisdom. We look for the latter of both. Candidates who can show in concise ways something measurable they have improved or built.

Better than us: I had a hard time understanding the old mantra of “hire people better than you”, until I realized that they don’t have to be better than us/me at everything, but only on at least one thing that complements our capacities and culture.

Proactivity and learning: There are people who move away from things, and people who move towards things. People who act from a place of fear, and people who act from a place of love and abundance. They want to be 1% better every week.

Growth mindset: They see challenges and difficulties as opportunities for growth. People who believe they can learn or build any skill, who understand the nature of their circumstances, but aren’t limited by their beliefs.

Discipline: People who understand that discipline is the way to build the habits that bring fulfillment. They think in terms of measurable and iterative improvements, not divergent great ideas and silver bullets. They understand that we overestimate what we can do in one year and underestimate what we can do in ten years.

Defined values: Most people never ask themselves what they really value, so they end up living the life others design for them. We look for misfits who can’t avoid being authentic and therefore live life without filters. These are the candidates that bring the diversity we appreciate so much.

Our Tips for The Interviewer

  • Consider whether you’d like to have 10 times as many people like this candidate in your organization. This sets the bar everyone needs to clear because they will hire people in their mold.
  • Listen to the details. It’s not the same to say “I crushed strategic partnerships” than to say “I surpassed my goal by improving my ratio 3% week over week through X and Y initiatives.” No details = no smarts.
  • Make people feel comfortable so you can break the facade of “the right things to say on a job interview”. The paradigm of the tough interviewer that instills fear is silly and limiting. You want the candidate to feel the way they would feel on the job.
  • Make open questions to understand their way of thinking and then dig deep on what you consider important to get to know their mental structures… or lack of.
  • Live your values and be yourself during an interview, and candidates will respond with transparency and honesty.

We’re going to start using these characteristics as references for every interview. As a good work in progress, we might fuck up, learn from it and adjust.

I hope this inspires you to think about how you interview candidates, or the type of organization you want to help build or work for.

By the way, we are hiring.

Our Tips for The Interviewer

  • Consider whether you’d like to have 10 times as many people like this candidate in your organization. This sets the bar everyone needs to clear because they will hire people in their mold.
  • Listen to the details. It’s not the same to say “I crushed strategic partnerships” than to say “I surpassed my goal by improving my ratio 3% week over week through X and Y initiatives.” No details = no smarts.
  • Make people feel comfortable so you can break the facade of “the right things to say on a job interview”. The paradigm of the tough interviewer that instills fear is silly and limiting. You want the candidate to feel the way they would feel on the job.
  • Make open questions to understand their way of thinking and then dig deep on what you consider important to get to know their mental structures… or lack of.
  • Live your values and be yourself during an interview, and candidates will respond with transparency and honesty.

We’re going to start using these characteristics as references for every interview. As a good work in progress, we might fuck up, learn from it and adjust.

I hope this inspires you to think about how you interview candidates, or the type of organization you want to help build or work for.

By the way, we are hiring.

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