Jacob Hopkins

@readswithravi @elonmusk @grok what book is this

“When hiring, I look for evidence of exceptional ability, or at least exceptional aspiration.” - @elonmusk

Believe like you got what it takes, then work like you don’t.

Mark Zuckerberg on why he prefers to recruit people directly out of college In this interview from 2005, a 21-year-old Mark Zuckerberg is asked what he looks for in a new hire. There’s two things, he says. “Number one is raw intelligence. You can hire someone who has been doing software engineering for 10 years, and if they’ve been doing it for 10 years, that’s probably what they’ll be doing for the rest of their life. That’s cool — there are some things that that person can do and they’re definitely useful in an organization and can do a lot of stuff. But if you find someone whose raw intelligence exceeds theirs but has 10 years less experience, they can probably adapt and learn way quicker. Within a very short amount of time they’ll be able to do a lot of things that [the person with 10 years of experience] will never be able to do. So that’s the most important thing that I look for.” The second thing he looks for is alignment with what the company is trying to do: “People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they’re not going to work hard or care enough to develop the relevant experience in order to succeed. The best people I’ve hired so far have been people who didn’t really have that much engineering experience. I hired a couple of electric engineers out of Stanford to do programming stuff, and they had very little programming experience going in, but they were really smart and really willing to go at it. The guy who just wrote photos was one of those guys, and if you’re willing to just do whatever it takes to get photos out, then you’re probably more valuable than someone who is just a career software engineer.” He concludes: “Those are the things I’m looking for and why I would rather recruit people out of college.” Video source: @ECorner (2005)

@arlinmoore_ Long time no talk

@JacobHopkins43 hello jacob

Im so gassed up about coding with claude We have entered the era of total creative freedom

Apply here: lnkd.in/gF4adevM

We are hiring sales reps at Acquisition.com Sales Team Vision We are building a leadership factory. Meaning - we are looking for reps to come in and prove themselves, develop skills, and move fast in their career. We aim to promote only from within. You have to prove you can set, before you can close. And once you do (and become a top rep) we are looking to develop you further. We’ve had sales reps go from setter to closer, closer to senior leadership, and pretty much everywhere in-between. Who this is for: - You are a top performing rep at your company - You have tried a business and it didn’t work out - You are extremely hard working - You are looking for growth - You have business acumen (plus if you’ve sold to small business owners). What we offer you: - Daily Sales Training & 1-1 coaching - Professional Skill Development (leadership, business strategy, marketing, etc) - Performance based career growth (the best get promoted) - Access to our team of A-Players - Uncapped commissions

Looking to expand our outbound team…every rep starts as a setter to prove themselves…if you know a great sales person…Or someone hungry to win… Tag them below. Or shoot me a DM.

The Forbes cover piece mentions how I was emailing the SEC as a kid Here it is, October 2013. Little did I know... What people call an "overnight success" takes a decade. And still a looong way to go

If you are interviewing for jobs, read this: We have 21 open roles at Acquisition.com I just did 17 interviews in the last 3 weeks. As the interviewer, I prepare for every interview: 1. I look at resume and LinkedIn 2. I feed it into Ai and analyze it 3. I look at the past employer websites 4. I troll social 5. I look for you in blogs or YouTube ... and thats just the start. It's a shame if you don't do a deep research on who you are going to meet for an interview. 🤖 Use this Ai prompt: "Act as an intelligence analyst preparing a deep research dossier on [SHARRAN SRIVATSAA] as I am about to meet for a job interview" Remember: How you prepare shows just how much you care.

If we lose the details, we lose it all. - Walt Disney

If you get the sales culture right, all the little things become easy.

We are scaling fast. Life changing opportunity

Core 4 to running a sales team (imo) Call reviews One-ones Roleplay End of days The basics that get results

speed is king

It’s so important to understand what avatar works best on your sales team

A lesson I continue to learn: keep things very simple. Simplicity creates clarity. Clarity creates conviction. Conviction creates action.

Fresh eyes are so valuable. I try to force myself into looking at things through them even when they aren’t “fresh” I just take that frame.

We win the war in the creation and curation of culture

Execution hack. #1 prioritize the biggest ‘needle movers’ using ICE (impact, confidence, ease) #2 think through secondary and tertiary effects #3 list out every detailed action items to hit the target (and if x happens then I’ll do y) then sort them by what you’ll accomplish each week.