This is How I Hire The Best People
The speaker outlines a three-tier hiring system that uses initial competency filters (video submissions), psychometric assessments (Profile XT and Kolbe A), and real-world test projects to evaluate candidates before making hiring decisions. This approach aims to reduce noise, identify cognitive ability, assess team compatibility, and validate actual work style.
Summary
The speaker describes a comprehensive hiring methodology designed to identify top talent while filtering out unsuitable candidates early. The first stage involves a competency test where candidates submit a 60-second video answering specific questions. This initial filter serves multiple purposes: it tests basic instruction-following, digital competency, and communication skills. Candidates who exceed the time limit or cannot figure out how to record and upload a video are automatically disqualified, as these are viewed as red flags in a digital-first environment.
The second stage uses profile assessment tools, primarily Profile XT and Kolbe A, to understand candidates' cognitive patterns and behavioral styles. For assistant roles specifically, the speaker recommends hiring someone with opposite traits to the hiring manager—for example, if the manager is a high researcher, hire someone low in research but high in follow-through. Profile XT also allows comparison of a candidate's profile against existing team members to predict potential conflicts or collaboration challenges, though the speaker emphasizes this is merely a data point, not a disqualification. The accuracy of these tools is described as particularly strong for predicting how people will work together, though individual maturity and self-awareness are critical for actually managing those dynamics.
The third and most critical stage involves test projects—real work assignments that mirror actual job responsibilities. Seth Godin is credited with influencing this philosophy by stating 'I can't work with you till I work with you.' Test projects vary by role: for an assistant, it might be a gift-selection task based on social media research; for a designer, a homepage redesign; for a CEO, a 90-day strategic plan. The key is giving all candidates the same project and evaluating the quality of thinking and execution. The speaker recounts hiring a CEO where three candidates presented 90-day plans—the first merely read slides, the second hadn't talked to anyone on the team, and the third presented a thoughtful diagram that immediately impressed. The speaker views test projects as non-negotiable across all levels.
About this episode
✅ Grab my free Scale Workbook — the operating system I use with founders to turn a chaotic business into a growth engine that runs without them: https://go.danmartell.com/4hmJvfB I'm Dan Martell. I built and sold three companies by 35, wrote the bestselling book Buy Back Your Time, and founded Martell Ventures, an AI venture studio launching new companies every month. Everything I share comes from real world pain and success… my own companies and the operators I work with every week. But it wasn't always like this... By 17, I was arrested twice and spent 11 months in a youth rehab center. Until finding a dusty Java programming book sparked my new addiction. Software. After two failed companies in a row… something finally clicked with Spheric. Built it from the ground up all the way to exit. Then I started Flowtown, then Clarity.fm. And it kept snowballing. A decade later I've invested in, advised, or worked with thousands of founders going from 0 to $100M+. All while mentoring youth through my free program Kings Club, and not sacrificing spend time with my wife and two awesome boys. Always growing. Let me know how I can help. Keep building your empire, -DM — Educational content only. Nothing here is financial, legal, or investment advice — do your own homework before making decisions about your business. Your results may vary. © 2026 Dan Martell.
Key Insights
- The speaker argues that inability to follow simple instructions (like recording a 60-second video within time limits) is disqualifying because it signals poor attention to detail and communication skills that would manifest as bigger problems on the team.
- The speaker uses Profile XT to map cognitive patterns and predict team conflicts before hiring, but emphasizes that the tool's value depends on individual self-awareness—it shows how people will likely act, but self-aware people can adjust their behavior accordingly.
- Seth Godin's principle 'I can't work with you till I work with you' influenced the speaker's approach to making test projects non-negotiable across all hiring levels, as actual collaboration reveals far more than interviews or assessments alone.
Topics
Transcript
[0:00] How do you test first, hire, etc.? >> this is like the people side, again, that's why I think talent is such an important thing. The core philosophies that I have that's different than everybody else when it comes to talent is first off, I have to give them a test on the front end to see if they even can do basic stuff. So, I I every role at any company, unless I'm going out there and I'm trying to pull somebody from another company, which I do, director level and above, I'm always stealing from an existing company. They have to submit a video and they got to answer some questions. And if they can't do that,…
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