In a recent episode of David Senra’s podcast, Eric Glyman, cofounder and CEO of Ramp, shared insights into his unconventional hiring philosophy. Glyman believes that the most valuable hires are not those boasting extensive résumés or prestigious credentials; rather, they are often individuals who are not even actively seeking jobs. He emphasizes the importance of what he calls a “spike,” or exceptional drive, over traditional qualifications.
Why Ramp’s Eric Glyman hires for ‘proof of work’ over résumés
Glyman expressed that “proof of work” often emerges from unexpected backgrounds. He recounted the story of a group of Ramp engineers who were discovered due to their dedication to Minecraft during their teenage years. These individuals invested significant hours into the game, creating engaging private servers that attracted fellow players. One engineer even financed his college education through a small business he developed from his gaming passion before reaching driving age. Glyman noted that conventional hiring practices would likely have overlooked such candidates due to their lack of formal degrees, despite their remarkable focus and technical skills.
Ramp has adapted its hiring process to actively seek out this kind of talent. The company explores platforms like GitHub and niche online communities to identify potential hires. Additionally, they rely on referrals from individuals who possess “asymmetric information” about candidates, believing that real-world experience working alongside someone provides more insight than a lengthy interview process.
Glyman also highlighted the economic advantages of targeting younger talent. He likened top early-career candidates to a mispricing in the market. By the time a student reaches their junior year or a professional accumulates five years of experience, their value is often inflated, leading to competition with firms offering substantial salaries. However, if Ramp can engage with promising candidates earlier in their careers, before they have established a résumé, the dynamics shift favorably. This strategy not only enhances loyalty but also allows Ramp to cultivate talent from the ground up.
Glyman also looks for motivation when hiring
Another critical factor in Glyman’s hiring approach is motivation. He dedicates considerable time to understanding a candidate’s long-term aspirations, independent of their potential role at Ramp. Glyman assesses whether a candidate’s ambitions align with the company’s mission, stating, “If there isn’t a clear sign of evidence of why they might want the same thing and how it can connect, don’t worry about it. Don’t waste your time.”
Glyman’s hiring strategy echoes Elon Musk and other execs
Glyman’s hiring philosophy resonates with the views of other influential CEOs, including Elon Musk. Glyman acknowledged Musk’s perspective on identifying exceptional talent, noting that it can reveal hidden opportunities in the job market. Musk has consistently advised against relying solely on résumés, instead encouraging a focus on tangible evidence of a candidate’s abilities, including their talent, drive, and integrity.
Similarly, Kurt Alexander, president of Omni Hotels & Resorts, shared his unique approach to screening candidates by asking them to identify their personality’s rough edges, a question he believes can yield more valuable insights than a polished résumé. He emphasized that while hard work can surpass talent, the ideal scenario is when talent is paired with a strong work ethic.
