Growing a company from $50 million to $500 million in revenue is hard. To say the least. Of course, you must have the right people on your team, but how do you know you’re hiring the right people? There are three critical and related things that we look for in candidates who will be successful on that journey. All three have to do with the person growing at the same rate as the company.

A Growth Mindset

First off, let’s talk about the bedrock of any team poised for monumental success: a growth mindset. This isn’t just corporate jargon; it’s the lifeblood of a scaling company. We’re talking about folks who see obstacles as opportunities to learn. These are the champions who, when faced with a brick wall, don’t just look for the door; they’re ready to scale it, break through it, or build a better one. Spotting these individuals means looking for tales of resilience, adaptability, and a track record of personal and professional evolution. A survey by PwC found that 84% of CEOs believe that empowering a workforce to learn continuously will be crucial to achieving future success (PwC, 22nd Annual Global CEO Survey).

Curiosity and a Hunger for Learning

Scaling at breakneck speed requires constant innovation, fueled by an insatiable curiosity and a relentless pursuit of knowledge. The ideal people on your team are those with a voracious appetite for learning—people who devour books, podcasts, and courses, not because they have to but because they can’t help themselves. To find these gems, discuss their latest learnings, what’s on their bookshelf, or the projects that get their neurons firing. Research by Harvard Business Review highlighted that curious employees are more motivated to innovate and less defensive about mistakes, which leads to a 30% reduction in decision-making errors.

Adaptability and Resilience

The road from $50 million to $500 million is anything but smooth. It’s filled with sharp turns, unexpected detours, and the occasional pothole. That’s why adaptability and resilience are not just nice-to-haves; they’re critical. You need team members who can pivot faster than a tech startup in a garage, who see change as an ally, and who, when knocked down, bounce back with even more determination. Evaluating these qualities means asking about the times they’ve had to switch gears quickly, face unforeseen challenges, or navigate through turbulent times. According to a study by McKinsey & Company, organizations that rapidly adapt to changes in the market are 2.5 times more likely to be industry leaders in financial performance (McKinsey, 2020).

So, how do we fold these insights into a bulletproof recruiting strategy? It’s about weaving these elements into every stage of your hiring process. Use behavioral and situational interviews to uncover real-life examples of these traits. Simulate the job through a real-life exercise and see how they perform. And after you’ve hired them, remember, it’s not just about finding people who can keep pace; it’s about building a culture that breathes growth, innovation, and resilience.