We talk with Matt Christensen, president of Distributor Data Solutions, about why hiring is a leadership responsibility and how a personality-first process builds a team people actually want to work with. We chat about interview questions, team involvement, and culture rules that help DDS keep turnover low while scaling product data work and AI innovation. 

Episode Highlights

• Staying personally involved in hiring decisions as the company grows 
• Using strict filters to find small-company fit 
• Running a two-step interview with personality first, technical second 
• Asking unconventional questions to reveal character and self-awareness 
• Involving the team in the decision and having the leader go last 
• Separating founder identity from the business and protecting relationships 
• Acting quickly on toxic hires to protect trust and morale

Connect with Matt Christensen

• distributordatasolutions.com
• Linkedin.com/in/matt-christensen

Resources and Links

• Clearauthenticbrands.com/resources
• https://www.skool.com/hire-great-people