Serial entrepreneur Jay Chaudhry has a knack for building and selling companies, with a cumulative valuation of hundreds of millions of dollars. His latest venture, Zscaler, has reached a staggering market capitalization of $26 billion. With a track record of hiring top talent, Chaudhry has developed a keen eye for spotting potential red flags in candidates.
When interviewing, Chaudhry categorizes applicants into two groups: pioneers and administrators. Pioneers thrive in the fast-paced, unpredictable environment of a startup, while administrators excel in structured, established organizations. He also looks out for warning signs that may indicate a candidate is not a good fit.
One major turn-off for Chaudhry is when candidates focus too much on personal gain and empire-building. These individuals prioritize accumulating resources and personnel over driving growth and innovation. Instead, Chaudhry seeks out team players who can adapt to any situation and make the most of available resources.
Another red flag is when candidates try to manipulate their achievements to impress. Chaudhry has seen this behavior firsthand during his time at large tech corporations, where leaders would spend weeks perfecting their presentations instead of addressing real problems. He looks for individuals who are committed to continuous improvement and willing to confront challenges head-on.
During interviews, Chaudhry gauges a candidate’s mindset by sharing Zscaler’s approach to meetings: 10% celebration, 90% problem-solving. He wants to see if they’re motivated to tackle obstacles and drive progress, rather than just polishing their résumé. By weeding out those who prioritize personal interests over company goals, Chaudhry has built a team that shares his vision for innovation and success.
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