adriane schwager
@aschwags3 • 29,310 subscribers
CEO & Co-Founder @GrowthAssistant - Elite global marketing, design, and influencer talent for brands, agencies and startups.
Videos
Cursor’s final interview is a non-negotiable two-day onsite where they simulate solving real problems. This would be a recruiting team’s nightmare. CEO Michael Truell admitted the company has tried to get rid of it several times. But this strategy is so critical to hiring for talent density that Cursor brought it back every time. Built the team behind their $60B acquisition. The two days have a straightforward itinerary to assess everything a traditional interview misses: 1/ Candidates are handed a sandbox: codebase, every UX flow, user data. 2/ Choose one problem to solve. 3/ No whiteboard. Go do it. Present at the end of Day 2. The hiring team sees how someone solves problems, builds live. The candidate gets a taste of day one. Cursor’s culture fit hit rate is incredibly high. That’s because the final interview doubles as the first day. My team broke down the entire onsite and hiring strategy in a 10-minute guide. Comment “HIRE” to check it out.
adriane schwager225,696 Aufrufe • vor 2 Monaten
I keep telling my team that coding isn't needed to use AI in workflows. But, they do need the 101 basic AI fundamentals. I send them this 1-hour Stanford lecture from an AI program designer and principal ML researcher at GitHub. He walks through everything I've seen actually move the needle for marketers working with AI. Then come back to Claude Cowork, you’ll be ready to delegate.
adriane schwager222,660 Aufrufe • vor 5 Monaten
I never thought I’d be agreeing with career advice from Reese Witherspoon. She’s right. This is the single most important question you’ll get in an interview: “What are you talented at?” The candidates who stutter or pause don't know where their edge is yet. Figure out where your talents lie, and find the place you can keep doing it.
adriane schwager121,833 Aufrufe • vor 5 Monaten
Listen to how Cursor’s CEO scaled from 20 highly skilled people to 400. Early days = extravagant SF trips and dinners. Today = M&A to acquire founders. Michael Truell only hires high talent density, culture fits. The kind of people who build on day one. Quick breakdown of how Cursor hired at each stage: Founder Era (first ~20 hires) – No recruiter. Every hire is sourced personally. – No interviews. Just real conversations about the vision and mission. – Pursuing candidates even after they say “no.” Flights, dinners, anything to get a “yes.” Scaling Era (21-200) – 2-day work trial interview process built to see how candidates problem-solve live. – Referrals are a new hiring channel. – Truell and VPs intentionally interview every new hire for culture-fit. At-Scale Era (~200 - to today almost 400 people) – 2-day work trial still running despite attempts to kill it. – M&A used to bring highly-aligned founders on board. – Employee referral network functions similar to founder-led sourcing at scale. The common thread is balancing culture-fit with high talent density. Same balance my team prioritizes for global marketing talent. 👇 Article breaks down the entire strategy. Check it out.
adriane schwager38,887 Aufrufe • vor 1 Monat
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