Acquistion is a game of efficiency.
A friend told me his goal was to collect 100% of his potential customer’s contact information.
I told him that was wrong.
It’s difficult to identify your potential customers. Sure, everyone owns a refrigerator, but that doesn’t make everyone a potential customer for Maytag. That’s inefficient strategy.
What’s ideal is something we first identified from Warren Buffett’s letters. These marketing missives brought in Buffett’s brand of capital. They were people who thought like him and became his permanent capital base.
A few likely customers are better than many unlikely customers. This is not a Large N small p problem.
For hiring, Tyler Cowen recommends this, attraction. Books like, Are You Smart Enough to Work at Google, are a condition of correlation. Is it that Google hires people who are good at puzzles or is it that people who are good at puzzles drift to Google?
“Well, the Teal Fellows Program has a very good record of picking winners. But I think the biggest part of interviewing is not how you interview, but rather which candidates do you attract. So it’s what you’ve done before the interview to make yourself exciting so the good people want to come to you, be looking for you.
And the same is true of Google. A lot of the questions they asked back then actually are not very robust or very relevant. But what Google did succeed in doing was establishing themselves as the exciting place to be for obvious reasons, and they attracted talent.
And if you get talent coming to you, it’s actually not that hard to be at least a pretty good interviewer. So that’s the part of the problem I would focus on.”
From Jimmy’s Jobs of the Future: Tyler Cowen: The future of talent in the 21st Century?, Jun 12, 2024
https://podcasts.apple.com/us/podcast/tyler-cowen-the-future-of-talent-in-the-21st-century/id1535212212?i=1000658723619
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