Podcast episode
How Gong's CRO Hires Top Talent: Mastering Interview Tactics (Shane Evans, Gong)
30 Minutes to President's Club7 Nov 202441 min
Description
ACTIONABLE TAKEAWAYS: Ask About Interview Prep: Ask candidates, “What did you do to prepare?” to gauge their commitment and thoughtfulness. Challenge in Final Interviews: Address yellow flags, past successes, and expected challenges to identify high performers. Empower Experienced Managers in Hiring: Let senior managers make final hiring calls; stay more involved with junior managers to ensure quality. Standardize Key Processes: Create an 80% standardized approach for pipeline reviews, forecast calls, and one-on-ones, with 20% flexibility for personalization. SHANES'S PATH TO PRESIDENTS CLUB: Chief Revenue Officer @ Gong Chief Revenue Officer @ TalkDesk President @ MX EVP of Sales @ Qualtrics RESOURCES DISCUSSED: Join our weekly newsletter Things you can steal 30MPC Training: 30mpc.com/training
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hard for people to create beautiful music and have harmony across the business. So if you can spend time, and by the way, this doesn't have to be from a CRO, any individual on the front line can actually take the time to say, hey, can we get aligned on what does the standard procedure or standard operating rhythm look like? How are we going to forecast? “How are we going to create territories? How are we going to do deal reviews? How are we” going to run one-on-ones? All of those are opportunities to ensure that you have alignment on the consistency around manager operating rhythm. Today's show was brought to you by 11X, your all-in-one digital GTM team handling, creating, qualifying, and converting pipeline across every channel. If you are still using stale
How do you drive change management? When have you had success doing that? And the most important one is how do you connect to business outcomes? How do you make sure that what they're buying from you is connected to a business problem or pain, and that you've been able to understand and articulate the connection between the two so that as they start using whatever solution or technology you're offering them, “it actually is able to be measured and quantified.” That's where it really gets into, do you have a real customer you're adding value for that plays out in your retention and your expansion numbers that is the lifeblood of every single business? These are killer questions. I'm curious about when you're interviewing leaders, what some of those questions sound like. I'm sure you ask some of the similar, what did you do to prepare? How did you grow up, etc.
big research and development team. Our product engineering are based in Tel Aviv, Israel. My second week, I flew to Israel, got to know that team very intimately, like went to dinner with them, got to know what makes them tick, what's important. And I did this with each function. “And so I really spent time trying to understand who the company was and what was important to them” before I started even thinking about any changes. Now, I happened to arrive at the beginning of a Q3. And so that first quarter was real listening. And then Q4, there's no way I'm going to change anything. We're trying to finish a year strong. But during that Q4, we basically started enacting