In this thought-provoking episode of "My Best Hire," host Rajeev Soni flips the script with product veteran Prashant Singh. Instead of discussing someone he hired, Prashant reveals how he "hired his boss" – a refreshing perspective on career advancement that puts leadership selection at the center of professional growth. Currently heading product at fintech startup Jar, Prashant shares his unconventional strategies for evaluating potential leaders, from morning walks to pointed questions about decision-making frameworks. With insights from 15+ years building products that have reached over 50 million users, he reveals why 60% of his initial impressions proved wrong and the critical difference between leaders who delegate from trust versus those who delegate from overwhelm. Whether you're building teams or advancing your career, this episode offers a masterclass in choosing the right leadership environment for sustainable success.

Key Moments

• The Walking Interview (13:45): Prashant's unconventional strategy of requesting a morning walk with potential bosses to assess their leadership style outside formal settings.

• The 60% Revelation (20:41): The surprising admission that 60% of Prashant's initial assessments of colleagues proved wrong after working together.

• The Competency vs. Capacity Question (15:34): Prashant's direct question to potential employers about whether they view product management as a competency or capacity role.

• The Customer Insight Gap (35:09): Identification of the three roles closest to customers whose feedback rarely reaches product teams.

Must-Listen Quotes

• "People join companies and leave managers." (10:12)

• "Whether the ability to delegate or trust is a person's inherent nature or it's a side effect of organizational growth... If you're on a rocket ship, a lot of projects will be delegated to you and you will be king. But the moment you hit choppy weather, everything will be folded back." (29:19)

• "Do you see product as a competency decision or a capacity decision? If it is competency, you are more tolerant. If it is capacity, you think 'my time is more important, so that's why I'm hiring you.'" (15:34)

• "I believe there are three people in organizations who are very close to customers and they are never listened to: customer support, sales people, and researchers who go out and talk to people." (35:09)

Key Takeaways

1. Evaluate the Boss, Not Just the Role: Look beyond compensation and company prestige to assess the leadership style of your potential manager.

2. Test Decision-Making Frameworks: Ask specific questions about how decisions are made to understand company culture and leadership approach.

3. Identify Delegation Motives: Determine if leaders delegate out of trust or necessity, as this reveals how your autonomy might change when growth slows.

4. Recognize First Impressions Are Often Wrong: Be aware that interview behavior may not accurately reflect day-to-day working relationships.

5. Build Empathy Through Multiple Perspectives: Regularly engage with customer-facing teams to develop true product empathy.

6. Make Yourself Redundant: True leadership involves creating frameworks that empower your team to make decisions without you.

7. Hard Work Complements Smart Work: Even for the most talented individuals, success requires putting in the hours.

Chapters00:00 - Introduction to Prashant Singh02:55 - Prashant's Product Leadership Journey06:58 - The Best Hire Philosophy: Hiring Your Boss08:17 - The Job Hunt Decision Framework13:45 - The Walking Interview Strategy16:35 - Product Management: Competency vs. Capacity20:00 - Evaluating Company Culture During Interviews22:14 - First Impressions vs. Reality24:40 - The Path to Jar26:11 - Remote Work Challenges28:06 - Understanding True Delegation30:33 - Leadership Values That Matter32:33 - Making Yourself Redundant35:44 - The Customer Feedback Loop

In this episode of My Best Hire, host Rajeev Soni sits down with Justin True, a seasoned fractional CMO and marketing advisor, to uncover the story of his most impactful hire: Selina. From navigating a sea of resumes to discovering a standout talent, Justin shares how Selina’s unmatched curiosity, strategic brilliance, and innovative frameworks revolutionized his team’s marketing efforts.

Links & Resources

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Justin True on LinkedIn: https://www.linkedin.com/in/justintrue/

🔗 Selina Scheumann on LinkedIn: https://www.linkedin.com/in/selinascheumann/

📄 Read the Blog Post on Effectv: https://www.effectv.ai/mybesthire/episode/2d5bf72d/e07-from-dollar250-cac-to-dollar5-a-copywriters-impact-or-justin-true

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/
🔗Justin’s Website: https://www.jdtadvisors.com/

🔗True Experts Podcast on Youtube: https://www.youtube.com/@Justin-True

🎤True Experts Podcast on Spotify: https://open.spotify.com/show/4iHSz1TKZdsPx0auReDl3W?si=0cf2db7a35614a92

Key Takeaways

1. Selina’s Frameworks Revolutionize Messaging: Justin recounts how Selina engineered a persona-based messaging matrix that mapped buyer awareness levels (problem aware, solution aware, etc.) to specific copy strategies. Her work reduced customer acquisition costs from $250 to $5—a transformative impact.

2. Stretching Selina’s Skillset: Justin shares how he encouraged Selina to step outside her comfort zone, such as managing external agencies. While challenging, these experiences helped her grow professionally.

3. Leadership Philosophy: Balancing Challenge and SupportJustin emphasizes creating roles that leave space for curiosity and creativity rather than overloading employees with tasks. This approach nurtures talent and drives innovation.

4. The Role of Curiosity in SuccessJustin highlights curiosity as Selina’s defining trait—her drive to gather information, experiment, and learn was key to her exceptional performance.

• Must-Listen Quotes

1. “Customer acquisition costs went from $250 to $5.” – A testament to the power of her persona-driven copywriting frameworks.

2. “Curiosity drives intelligence gathering; the more information you have, the better decisions you can make.” – Justin on why curiosity is a superpower in professional growth.

3. “When you have trust and open communication, you can do anything.” – Justin’s philosophy on building strong leader-team relationships.

4. “I don’t hire robots; I hire people who are curious and driven.” – On creating space for creativity within roles.

   
   

Key Moments

1. Curiosity as a Core Trait: Selina’s curiosity fueled her ability to innovate and excel in her role, demonstrating the importance of hiring individuals who are naturally inquisitive and eager to learn.

2. Leadership Matters: Justin’s approach of balancing challenge with support helped Selina thrive while maintaining a collaborative environment.

3. Hiring Beyond Resumes: Importance of looking beyond qualifications on paper and focusing on candidates' potential and personality fit.

4. Creating Space for Creativity: Leaders should avoid overloading employees with tasks to allow room for experimentation and personal growth.

5. Tailored Growth Opportunities: Pushing team members outside their comfort zones while respecting their preferences can lead to meaningful professional development.

Chapters

00:00 Introduction to Talent Identification

00:57 Podcast Intro

01:37 Justin True's Career Journey

04:27 Hiring Selina: The Search for Talent

07:38 Selina's Impact and Performance

10:50 The Importance of Curiosity in Talent

15:36 Leadership and Nurturing Talent

20:15 Assessing Personality Fit in Hiring

22:21 The Art of Conversation

24:43 Creating Space for Growth

26:15 Navigating Team Dynamics

31:28 Innovative Hiring Practices

34:50 Building Human Connections in Leadership

36:19 Advice for Professionals on Career Growth

42:20 Closing

In this episode, host Rajeev Soni speaks with product marketing leader Gabe Wahhab about his remarkable hiring story. Gabe shares how he hired Luke, a fresh college graduate he met through Brazilian Jiu-Jitsu, who transformed his agency through innovative inbound marketing strategies. Their unique relationship evolved from boss-employee to training partners on the mats, and ultimately, Luke became Gabe's boss at HubSpot years later. Discover how identifying the right talent in unexpected places can lead to extraordinary business success and lifelong professional relationships.

Must Listen Quotes

• "Wrestling shaped my work ethic. From a one-win freshman to an All-American, I learned there's no way through it but hard work."

• "If you get the right people in place, you can give them the space they need. You don't have to be on top of things. And that was a big growth moment for me."

• "All these years later, I sold the company. Luke decided to go to HubSpot, and then years later, Luke actually ended up hiring me and became my boss at HubSpot.."

• "When you have an A player, you have to give them the space they need and the resources and let them execute."

• "One hire can make all the difference in the world, especially when you're that small. When you have thousands, hundreds of employees, one hire, you're very easily replaceable.

• "That thirst for learning, that passion for what you're doing, not seeing it as a role, but seeing it as something that you enjoy doing."

Key Takeaways

• The right person in the right seat matters: Finding talented people who are the perfect fit for specific roles is crucial.

• Give A-players autonomy: High performers thrive when given clear goals and the freedom to execute. Micromanagement can stifle their potential and creativity.

• Servant leadership drives success: Luke's approach of helping others, teaching, and leading without ego contributed significantly to his effectiveness.

• Work-life balance prevents burnout: Even high performers need time to recharge. Luke's "work hard, play hard" mentality allowed him to maintain his high performance level.

• Unconventional hiring methods can reveal true character: Social settings and informal interactions often reveal many things about candidates.

• Roles can evolve and reverse: The professional relationship between Gabe and Luke evolved from boss-employee to training partners, and eventually Luke became Gabe's boss at HubSpot.

Chapters

00:00 Introduction to My Best Hire

01:42 Gabe Wahhab's Introduction

02:51 Gabe's Journey and Early Career

05:47 Gabe's Best Hire: Luke Summerfield

06:29 Luke's Hiring Process and initial Role

09:10 Luke's Impact and Achievements

09:34 Identifying and Hiring Luke

14:03 Challenges and Achievements with Luke

14:29 Specific incidents demonstrating Luke's value

16:50 Luke's Key Skills and Qualities

18:21 Leadership Philosophy and Management Style

19:31 Gabe's leadership approach

22:04 Gabe and Luke's Unique Relationship Dynamics

24:56 Team Dynamics and Luke's Leadership Style

25:06 Team Dynamics and Leadership Styles

27:02 Impact of Professional Relationships

27:02 How working with Luke shaped Gabe's outlook

30:17 Hiring Practices and Advice

30:40 Innovative Hiring Practices

34:08 Maximizing Team Potential

36:43 Did Gabe take other team members for Brazilian Jiu Jitsu

37:40 Advice for Professionals who want to become invaluable

37:58 Personal Growth and Continuous Learning

Links and Resources

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Gabe Wahhab on LinkedIn: https://www.linkedin.com/in/gabewahhab/

🔗 Luke Summerfield on LinkedIn: https://www.linkedin.com/in/lukesummerfield/

📄 Read the Blog Post on Effectv: https://www.effectv.ai/mybesthire/episode/34a98a29/e06-breaking-the-mold-when-passion-and-autonomy-create-marketing-magic-or-gabe-wahhab

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/

When Design Brewery founder Prashasti Ranjan reluctantly agreed to an interview during COVID-19 layoffs, she had no intention of hiring anyone. But Nischal changed her mind with a single Excel sheet detailing exactly how he could contribute to the company. In this revealing conversation with Rajeev Soni, discover how Nischal's innovative triple check-in system transformed remote work management, his transparent approach to client relationships, and his journey from project manager to business leader. This episode offers essential lessons for both hiring managers seeking exceptional talent and professionals looking to stand out in competitive job markets. Learn why "movement is not progress" became a company mantra and how creating clear growth trajectories keeps top performers engaged and motivated.

Must-Listen Quotes

1. "So by the end of the day, he came up with an Excel sheet with primary, secondary, tertiary roles and responsibilities that he would like to take up at Design Brewery. With that, I had no other choice but to just say yes." (00:00)

2. "Nobody was looking at hiring. Everybody was looking at layoffs rather." (15:14)

3. "We had two proverbs or statements that we were making within the organization. One was around 'don't take life too seriously. Nobody gets out alive anyways.'" (21:48)

4. "Movement is not progress." (21:48)

5. "I appeared for these exams for NIFT, NID, IIT without even studying for them. And I cleared all of them in the first attempt." (03:23)

6. "It's about how you handle that difficult situation is where Nischal came in. And one thing that works really well in this situation is transparency and honesty." (13:27)

7. "Nischal didn't come up with vague, broad level answers. He came up with very specific aspects that he could add value to." (16:11)

Key Takeaways

1. The Power of Initiative in Hiring: Nischal turned a courtesy interview during COVID layoffs into a job by creating a detailed Excel sheet outlining exactly how he could contribute to the company with primary, secondary, and tertiary responsibilities.

2. Effective Remote Work Management: Implementing a triple check-in system (morning, afternoon, evening) helped maintain team coordination, provide support, & keep everyone aligned during the sudden shift to remote work during COVID.

3. Proactive Problem Identification: A key quality of exceptional employees is the ability to foresee problems before they become crises, particularly with client relationships & project timelines.

4. Transparency with Clients: Being honest and transparent with clients about potential delays well in advance builds trust & allows for collaborative problem-solving rather than last-minute panic.

5. Supporting Superstar Employees: To retain top talent, leaders should provide challenging roles, appropriate recognition/rewards, & clear growth trajectories so employees can envision their future within the organization.

6. Key Hiring Markers: When recruiting, look for ownership (not blame-shifting), responsiveness (punctuality & communication), and subject matter expertise that's continuously updated.

7. Macro vs. Micro Communication: Professionals should present the big picture first in interviews rather than diving into technical details, allowing interviewers to choose where to explore deeper.

8. Company Culture Philosophy: The mantra "Movement is not progress" reminds team members to focus on meaningful outcomes rather than just activity or hours worked.
   

Links & Resources

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Prashasti Ranjan on LinkedIn: https://www.linkedin.com/in/prashasti-ranjan/

🔗 Nischal B R on LinkedIn: https://www.linkedin.com/in/nischalbr/

📄 Read the Blog Post on Effectv: 

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/

In this eye-opening episode of My Best Hire, host Rajeev Soni interviews Harsh Dewan, who reveals how his unconventional decision to hire Dinesh Singh—a sales professional with zero technical background—into an analytics role transformed both their careers. This compelling success story challenges everything you thought you knew about hiring for technical positions.

Key Moments

• The moment Harsh decided to take a "leap of faith" on a candidate who openly admitted statistical terms were "Greek to him"
• The intense six-month probation period where Dinesh "spent nights learning statistics from scratch" while simultaneously delivering client results
• How this hire broke organizational barriers and challenged the belief that "non-technical people cannot be in tech"
• The 12-year career journey that led Dinesh from analytics novice to UK-based group manager

Must-Listen Quotes

• "The best way to learn is to get your hands dirty and the fastest way to learn is to throw the person at the deep end of the pool."
• "The technical skills, even if you're a little weak, I'm sure if the soft skills are right, if the conviction is there, they can be learned."
• "He didn't give any faff that he knew how to code macros in Excel... He was very open about where he lay and also what strengths he brought."
• "Go beyond the resume. You cannot evaluate the soft skills over a piece of paper."

Key Takeaways

• Why domain knowledge and soft skills sometimes matter more than technical expertise
• How to identify the subtle cues in interviews that reveal a candidate's true potential
• The critical balance between "fatherly" discipline and "motherly" support in developing exceptional talent
• Why challenging hiring conventions can lead to discovering hidden gems others overlook
• The importance of creating a clear growth path for new hires from day one

Perfect for hiring managers, career changers, and professionals looking to stand out in a competitive job market. Listen now to discover how sometimes the best hire is the one who doesn't check all the traditional boxes!

Chapters

00:00 Introduction to Talent Acquisition

01:24 Harsh Dewan's Background and Role at Quantifi

02:46 The Story of Dinesh Singh's Hiring

04:33 Insights on the Recruiting Process

08:41 Evaluating Performance During Probation

11:12 The Importance of Relationships in Management

14:40 Career Development and Compensation Strategies

18:30 Impact of Dinesh on Harsh's Hiring Philosophy

20:21 Recommendations for Recruiters

23:44 Advice for Professionals to Elevate Their Game

26:37 Closing

Links & Resources

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Harsh Dewan on LinkedIn: https://www.linkedin.com/in/harshdewan/

🔗 Dinesh Singh on LinkedIn: https://www.linkedin.com/in/dineshsingh2803

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/

Bindi Dharia, a Harvard MBA and impact sector veteran who discusses her experience with an exceptional hire, Pramit Banerjee. The conversation explores how Pramit's work significantly contributed to the development of India's Social Stock Exchange and transformed Bindi's team at Ashoka University's Center for Social Impact and Philanthropy.

Key Quotes

• "When you're picking rock stars out there, it's not about what they can do. It's about what you can give them and why they should join." - Bindi Dharia

• "I used to say Pramit is like gold." - Bindi Dharia

• "If I would have taken another person who was not a super performer, they would have done only one at a time... This person needed three, four different things simultaneously." - Bindi Dharia

Key Moments

• Pramit joining during a critical period when the team faced high attrition and an important government project deadline

• His research report becoming the foundation for India's Social Stock Exchange

• How Pramit introduced systematic reflection practices that improved the entire team's effectiveness

• Bindi's discussion about challenging top performers rather than limiting their growth

Takeaways

1. Look for personality traits like entrepreneurial spirit and ownership rather than just specific skills when hiring

2. High performers need to be challenged with multiple projects to prevent boredom

3. Facilitate rather than manage exceptional talent by connecting them to resources and opportunities

4. Invest in people's growth even if it means they may eventually leave your organization

5. Implement structured reflection processes to improve team performance

6. Exceptional hires often bridge gaps between research and actionable implementation

7. Top performers can raise standards for the entire team

8. Understanding your boss's pain points and addressing them without being asked is key to becoming indispensable

Chapters

00:00 Introduction to My Best Hire

00:56 Bindi Intro

01:21 Bindi Dharia's Career Journey

02:05 Identifying Exceptional Talent: Pramit Banerjee

03:09 Pramit's Impactful Contributions

06:38 The Social Stock Exchange: A Game Changer

10:34 Skills and Attributes of High Performers

14:07 Fostering Team Growth and Reflection

19:44 Building a Strong Professional Relationship

22:36 Facilitating Growth and Opportunities

26:29 Lessons Learned from Pramit's Performance

27:25 Recruiting Rock Stars: Key Strategies

28:59 Managing High-Ownership Individuals

31:59 Becoming an Indispensable Professional

Links & Resources

List of organizations, institutions and initiatives mentioned in the podcast:

🔗Ashoka University: https://www.ashoka.edu.in/

🔗Goonj: https://goonj.org/

🔗Gandhi Fellowship: https://gandhifellowship.org/

🔗Social Stock Exchange: https://www.nseindia.com/sse

🎙 Podcast Homepage: https://www.effectv.ai/mybesthire

🔗 Follow Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Follow Bindi Dharia on LinkedIn: https://www.linkedin.com/in/bindidharia/

🔗 Follow Pramit Banerjee on LinkedIn: https://www.linkedin.com/in/pramit-banerjee-33021a39/

📄 Read the Blog Post on Effectv: https://www.effectv.ai/mybesthire/episode/25e574e1/e03-challenge-connect-empower-managing-exceptional-talent-or-bindi-dharia

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/

What if your best hire wasn’t just an employee—but a leader who redefined your company’s future? In this episode of My Best Hire, we uncover powerful leadership lessons from Janhavi’s incredible journey. From taking bold career risks to leading groundbreaking aerospace innovations, she proved that technical skills are just the beginning. Discover how trust, resilience, and an ownership mindset can turn a great employee into a game-changer—and what every leader can learn from her story. If you’re building teams or growing your own career, this is an episode you can’t afford to miss!

Summary

This episode of My Best Hire features Girish Mudgal, co-founder of TimeTooth Technologies, as he shares the story of his best hire, Janhavi. Girish recounts how Janhavi joined TimeTooth as one of its first employees, leaving behind a secure job offer at Hindustan Aeronautics Limited (HAL) to take a bold leap with a fledgling startup. Over the years, Janhavi has played a pivotal role in the company’s success, leading groundbreaking projects in defense, aerospace, and civil aviation.

Girish highlights Janhavi’s exceptional technical expertise, ambition, resilience, and trustworthiness. From developing India’s first mine-blast-resistant seats for combat vehicles to heading the country’s first certified aircraft passenger seat project, Janhavi has consistently delivered innovative solutions. Her ability to manage remote teams as early as 2012, balance personal milestones like marriage and motherhood, and even complete a full marathon exemplifies her grit and determination.

The conversation also explores Girish’s growth as a leader and recruiter. He reflects on how working with Janhavi reshaped his approach to hiring by prioritizing attributes like ambition, trust, and resilience over technical skills alone. Girish shares valuable advice for professionals aspiring to stand out: adopt a pseudo-entrepreneurial mindset and embrace challenges with boldness.

This inspiring episode offers lessons on leadership, career growth, and fostering talent that will resonate with both leaders building teams and individuals seeking to make an impact in their organizations.

Timestamped Chapters

• [00:00] Introduction to the Podcast

• [01:09] Girish’s Professional Journey

• [02:30] Introducing Janhavi: The Best Hire

• [03:48] Leading a High-Stakes Defense Project

• [06:31] Traits That Make Janhavi Exceptional

• [09:11] Remote Work Before It Was Mainstream

• [11:05] Resilience Through Personal Milestones

• [12:05] The Story of Hiring Janhavi

• [15:02] Trusting the Vision During Tough Times

• [18:04] Leading India’s First Aircraft Seat Project

• [20:28] Supporting Career Growth at TimeTooth

• [22:34] Fitness Culture and Personal Growth

• [24:35] Leadership Lessons from Working with Janhavi

• [28:46] Advice for Aspiring Professionals

• [29:46] Closing Remarks and Final Thoughts
  

🎙 Listen to More Episodes: https://www.effectv.ai/mybesthire

🔗 Follow Rajeev Soni on LinkedIn: https://www.linkedin.com/in/rajsoni/

🔗 Follow Girish Mudgal on LinkedIn: https://www.linkedin.com/in/gmudgal/

🔗 Follow Janhavi Nene on LinkedIn: https://www.linkedin.com/in/janhavi-nene-5868b512/

📲 Follow My Best Hire on Instagram: https://www.instagram.com/mybesthire/

What makes a great hire? And how can one leader’s decision shape an entire company’s future? In this episode of My Best Hire, host Rajeev Soni sits down with Eddie Chandok, former President & Global Delivery Head at Infogain, to discuss the impact of his best hire—Shardul Sangal. Eddie shares the story of how he brought in Shardul as SVP of Delivery to support Infogain’s growth, optimize global operations, and streamline acquisitions. 

Through this insightful conversation, we explore the decision-making behind hiring a senior leader, the challenges of integrating new talent into a growing company, and the strategies that helped Infogain scale from a mid-sized firm to a global player.

Whether you're a leader looking to make high-impact hires or a professional aiming to position yourself as an invaluable asset, this episode is packed with lessons on talent acquisition, leadership, and business transformation.

Summary

Eddie shares the story of bringing Shardul on board as SVP Delivery during a crucial growth period when Infogain was expanding from a small IT services company to a global organization through acquisitions. With his extensive experience at Wipro and balanced skill set across technology, process, and people management, Shardul proved instrumental in establishing robust delivery frameworks and taking on complex transformation projects that Infogain hadn't previously attempted.

What made Shardul stand out wasn't just his technical expertise, but his ability to build trust with clients and lead with a people-first approach. As Eddie notes, "He was a good mix of broad process technology, but more importantly, a strong people leader." This balanced leadership style enabled Shardul to successfully manage challenging situations, including the company's first major rebadging project, where client personnel were transferred to Infogain's workforce.

Key Takeaways:

- When hiring leaders, look for balanced capabilities across multiple areas rather than deep expertise in just one domain

- Great leaders must be comfortable enough in their own position to hire people who might be better than them in certain areas

- Provide guidance and support to new hires while avoiding the temptation to do their work for them

- Building trust with clients requires taking full responsibility and standing behind your team when things go wrong

- Career growth requires saying "yes" to challenging opportunities, even when they seem risky

This episode offers valuable insights for both hiring managers looking to build stronger teams and professionals aiming to advance their careers. Eddie's observation that "stagnated careers are dead careers" serves as a powerful reminder that continuous growth is essential for long-term success.