Jeanne's guest, Jenn Steele, CEO of Kissmetrics, has come up through the ranks and been at every level at companies. As a new CEO, she remembers being the marketing manager and wrangling the idea puppies. She recalls that these CEOs with free-flowing ideas were a lot of fun, but without a bit of training, the Idea Puppies would be set loose to try to bring each idea to reality without thinking it through. Resources can be wasted without some ground rules as to who initiates the next push since it will affect profitability and focus.

She has some ideas on how to keep her company engaged and caught up on all initiatives. Her big wins and Wicked Loving shout-outs go to her previous company since she's only been at Kissmetrics for a week as of this episode. Based on her track record of success, we can't wait to check back with her in a few months to hear the highlights at Kissmetrics.

About Jenn Steele:

She says, "I like big data and I cannot lie..." One of her business school professors described her as "Often unexpected; never boring." She loves taking products to market, growing people and companies, and telling stories (both with and without data).

Jackie Ferguson, Talent Acquisition Specialist at OneScreen.ai, has a few tips for hiring managers to help them fill a pool with better candidates and retain them after you get them! She joins Jeanne for this episode of Table Fries, 7 Tips for Hiring Managers.

1. Be flexible. People looking for a new position usually work elsewhere and have to conduct interviews after hours and during lunches. Keep time zones in mind.

2. Piggybacking on being flexible is leaving extra time between interviews for those special candidates that ask great questions that you become super interested in taking to the next step in the hiring process. Don't pack your schedule so tightly that you have to cut people short because as the time gets closer to your next interview, you have already left the focus of the one you are currently in.

3. Check in with the hiring manager after the interview. Are they ready to move that candidate to the next round? 

4 Check in with the candidate after. What was their feedback to the interview? Can you learn from them to conduct a more effective interview the next time?

5. Use LinkedIn Recruiter to source candidates based on job titles, and industries. (reminder to candidates - ensure every element of your LinkedIn profile is current).

6. Keep details on the candidates you reached out to, or that made it to the next round. They may not have fit at the time for that position, but people's situations change. You may want to reach out to them again for another position later.

7 How are you staying current on trends and tools? Jackie hosts a "lunch and learn" regularly to review their process for interviewing any new laws or concerns. If your supervisor isn't doing this, ask them if they would consider it.

Meher's guest is Kajol Chandawalla who is a Customer Success Manager at OneScreen.ai and a pharmacist. That's an unusual combo. She tells us why OneScreen is so different, what her grandmom taught her that has stuck, as well as a reminder to younger people claiming to be independent while still living at home. It just doesn't work that way. Meher and Kajol teach us a few phrases we didn't know in Gujarati, which is Kajol's native language.