This document summarizes a webinar about hiring and empowering managers. It discusses how to use structured hiring to recruit managers, including defining the ideal candidate, using a deliberate assessment process, and making data-driven decisions. It also covers how to empower managers through establishing a feedback culture, providing specific feedback to direct growth, and developing managers' skills through training. The webinar concludes with a fireside chat on managing managers effectively by aligning goals, understanding career aspirations, and establishing feedback processes.

1. Digging Deep: Hiring &
Empowering Managers
How to Recruit and Train Managers to
Maximize Team and Business Goals
Wednesday, July 25, 2018

2. Hi, I’m Gaby
Gaby Galiani
Senior Marketing Manager
Greenhouse Software

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Webinar Tips
● You can connect to audio
using your computer’s
microphone and speakers
or, you may select “Use
Telephone”after joining the
Webinar
● All lines will be muted to
avoid background noise
● You can ask questions at
any time by typing them
into the Questions Panel
GLASSDOOR

4. AGENDA
- How to hire managers
- Empowering
managers to succeed
- Fireside Chat
- Live Q&A

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LATTICE
Today’s Speakers
Kristen Hayward
VP of Recruiting
Hustle
Elliot Epstein
Head of People Operations
Knotel
Jack Altman
Co-Founder and CEO
Lattice

6. How to hire managers

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LATTICE
What is Structured Hiring?
Structured hiring is an approach to hiring that starts the first time the role is
defined and continues until a hiring decision is made. The core tenets of the
approach are:
● The ideal candidate is defined by the business objectives of the job
● A deliberate process and rubric is used to assess all candidates
● Hiring decisions are based on data and evidence

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LATTICE
Structured Hiring in Practice
1. Hiring manager creates 30 - 60 - 90 - 180 day plan for new hire
2. Align - Role Kick off
3. Build Pipeline
4. Interview

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Design & Align - Role Design
- 30-60-90-180 Day Plan
- Success Measurements
- ROI on hire
- Kick off to align
- Identify success drivers for scorecards &
candidate profile
- Understand diversity gaps to drive Lead
Generation Strategy
- Align on what Recruiting Partner & Hiring Partner
can each own to be successful
LATTICE

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Build Your
Pipeline
- Ask IC for manager leads
- Ask business partners for manager leads
- Industry specific networking groups
- Networking groups supporting Diverse
Slate approach
- Use Boolean Logic for sourcing
- Allows you to take a search engine similar to
LinkedIn but providing more effective results by
narrowing your results
- Example:
- Look for companies on the Best
Companies to Work
LATTICE

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Interview
Process
- Pre-onsite Screening
- Hiring Manager & Candidate phone call
- Pre-brief with Interviewers
- Sync with all interviewers to align on drivers
- Candidate experience reminders
- Onsite Interviews
- Five in-person interviews
- Debrief with Interviewers
- Round-up post interview
- Offer
- Extend offer to the right candidate
LATTICE

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Interview Kits &
Scorecards
Interview Prep:
- Reminders on Bias
- What are we testing for?
- Leadership
- Company Values alignment
- Role Specific Fit
- Long-term potential
- Who should test it?
- Managers should meet with 5 people
- Direct manager
- 1 peer to themselves
- 2 peers to their manager
- 1 skip-level manager
- How should we test it?
- Interview questions & case studies
Scorecard:
- Success Drivers
- Targeted questions to drive reflection
- Overall work rating
LATTICE

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LATTICE

14. Empowering managers to
succeed

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LATTICE
How managers contribute
to a culture of feedback

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Managers set the example
Have managers show willingness for feedback by
requesting it from their teams. Managers should:
Respond with humility
Approach conversations without assumptions
Never stop listening
LATTICE

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Give specific feedback
LATTICE
Positive
“Great job!”
Negative
“This was wrong”
Reinforce behavior
“I really appreciated that
approach, keep it up!”
Diminish a behavior
“Next time do less of X
and more of Y”

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How to share feedback
1. Schedule conversations
2. Utilize structured 1:1s
3. Check in with updates
4. Close the loop in writing
LATTICE

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Feedback Friday
LATTICE

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Avoid these feedback mistakes
LATTICE
Single
direction
Strictly praise
or criticism
Focused on
personality
Infrequent
conversations

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Everyone needs feedback to
grow.Feedback is not about punishment, it’s about getting back
on track and accomplishing goals.

22. Company success starts
with managers.

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LATTICE
“When my team succeeds it’s
because of them; when they fail,
it’s because of me”
MANAGER MINDSET

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Good Managers:
1. Unblock things that need unblocking
2. Do not micromanage
3. Set clear expectations
4. Connect team goals with company goals
5. Be accountable for your team
LATTICE

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Being a manager is a specific skill
LATTICE
DO NOT
- Assume individual contributors
will make great managers
- Assume new a manager from a
different org will know how to
manage at your org
DO
- Cultivate their skills with
manager-specific trainings
- Check in with them about the act
of managing, not just team
progress
LATTICE

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Key takeaways for managing managers:
1. Define and convey your company priorities
2. Know manager goals and career aspirations
3. Develop a clear process for feedback
LATTICE

27. Fireside Chat with
Jack Altman

28. Questions?

29. Thank you.