Bobby, thank you for the article! This is a true story of making decisions not only for CTOs, but for many other senior-level positions. I was always thinking that every hiring process has two sides: objective (skills and achievements assessment) and subjective (making a bet). The higher the level of the role, the more importance is given to the subjective side.
Thanks Bobby for another great, diverse article. Understanding CTO selection from the other side of the table as a 'Winning or best available Bet' is going to be one of the best levers which anyone can use. Also your explanation of different strokes for different business types( start up, PE, steady state enterprises etc) helps a CTO aspirant avoid wasting time pursuing a low percentage of success job application.
Bobby, thank you for the article! This is a true story of making decisions not only for CTOs, but for many other senior-level positions. I was always thinking that every hiring process has two sides: objective (skills and achievements assessment) and subjective (making a bet). The higher the level of the role, the more importance is given to the subjective side.
The objective vs subjective framing is great. Will use it! :) Glad you enjoyed the article.
Thanks Bobby for another great, diverse article. Understanding CTO selection from the other side of the table as a 'Winning or best available Bet' is going to be one of the best levers which anyone can use. Also your explanation of different strokes for different business types( start up, PE, steady state enterprises etc) helps a CTO aspirant avoid wasting time pursuing a low percentage of success job application.
Yes candidates should be more careful about company stage and matching their skills to that. Glad the article was valuable to you!