The 5 Signs of a Great New VP
So if you're not 100% sure a VP (or any senior exec) you are about to hire is the right one, the right fit ... let me give you a 5 point checklist.
If they pass this test, I'd make the hire. If not ... maybe push on:
#1. The Best VPs Start Before They Start
The best sales leaders start reaching out to a few great customers they already know. The best marketers are already building out a spreadsheet to increase pipeline — and show it to you for feedback. The best VPs of CS are already asking which customers they can fly out to and meet their first week, and already working on upgrading your CS systems.
If you aren’t sure about a hire — see if they start .. starting.
#2. The Best VPs Have Someone Good Ready to Join Them
Junior hires often don’t. But the best VPs not only know a few great folks in the industry — they want to bring them over with them. Always.
If they don’t have anyone to bring with them — they may still be good. But they aren’t a VP.
#3. The Best VPs Have True Urgency
They push the interview along. They take the first time slot open. They want to get going — now.
Different folks express this differently. But if there’s no urgency at all during the interview — there won’t be any when they start, either.
#4. The Best VPs Are At Least Somewhat Flexible
They push you to be CRO, but you need a VP of Sales? They may push you on comp or timing or exact role. But in the end, they don’t make it all about the role, title, comp, etc. In the end, they know it’s a joint mission, and they are at least somewhat flexible.
If it’s my way or the highway, it’s OK to get pushed at first. But there is zero flexibility — push on.
#5. The Best VPs Are Truly Curious
And because of this, they ask good questions during interviews. And push you sometimes in areas you weren’t expecting to go into. And expect more transparency on the company. To be a great leader at a start-up, you have to have a curious mind. Because you have to grow, and grow quickly. The best VPs keep asking more and more good questions the more you interview them.
Not end the interview early — with no questions.
Recommended by LinkedIn
Struggling on whether or not to hire that VP? Ask yourself honestly if they passed the above 5 part test .. or not.
If they didn’t, move on. It’s better to struggle without, 9 times out of 10.
A related post here:
FREE SaaStr AI Day. LIVE Jan 28.
SaaStr AI Day will be a completely immersive, live digital event for Founders and Revenue Leaders to explore the intersection of where SaaS Meets AI and the intersection of the two.
AI is a force of nature in B2B now. But what’s real in SaaS? And what isn’t? What’s working — and what isn’t … yet?
Sign up now to hear from the leaders in AI:
CEO @ Dinetix | 20+ Years of Effective Paid Media Strategies | Driving Success with the 3x3 by Dinetix™ Method |
2mo100% true in marketing roles. When candidates don't rush to discuss quick wins during interviews, their campaigns end up moving at snail pace too 😄 What other signs of urgency do you look for in interviews?
Vice President of RevOps | Head of RevOps | SaaS | Head of Operations | FP&A | Data & Analytics | Operational Excellence | Restructuring |
2moThese top 5 signs apply to other execs regardless of whether they are part of the sales team.
Empowering B2B Sales Leaders to Transform Teams by Putting Buyers First | Elevating Sales Success Through Buyer-Centric AI Solutions
2moAsking questions during interviews shows commitment.
CEO @ Team&Tonic🍸 | 2x Founder | Startup mentor | $90M+ raised for startups | Helping AI & tech startups scale with the best 0.8% of design, marketing, and fundraising experts
2moThese 5-point VP test is gold. I have drawn similar conclusions hiring designers. #1 They should be starting before they start. #2 No team to bring along? 🚩 #3 Lack of urgency during the recruitment process 🚩 #4 Flexibility = alignment. #5 Curiosity isn’t optional; it’s how leaders grow fast. Love this Jason M. Lemkin
Funded.club Founder & Chairman | Helping Startups Hire Smarter | Startup Mentor | Public Speaker | Funding Expert
2moSpot on! Urgency (or lack of it) during an interview is often a sneak peek at how someone will approach their work. Here are some behaviours we watch for during interviews that scream "startup-ready" 🚀 (or not): 1️⃣ Preparedness: Did they research your company, your market, or even your competitors? A curious, proactive candidate will come armed with insights and thoughtful questions. 2️⃣ Follow-Up Hustle: Do they send a timely, well-crafted follow-up? That small step shows they care about details and are hungry for the opportunity. 3️⃣ Problem-Solving on the Fly: How do they tackle curveball questions? Someone with “startup DNA” thrives in ambiguity and shows they can think on their feet. 4️⃣ Energy Levels: Are they excited about your vision and role? Passion isn’t everything, but it’s a great indicator of how much they’ll bring to the table. One candidate we placed as a Product Manager stood out by pinpointing an overlooked user pain point in the product and offering a solution—before they were even hired! That’s the kind of foresight that drives growth!