Hiring for Great Framework

Understanding Atlan's approach to identifying and hiring exceptional talent.

Framework Overview

The "Hiring for Great" framework focuses on identifying candidates who demonstrate exceptional potential across five key competencies that are proven predictors of success at Atlan.

Our Recipe for (Future) Fit

Problem Solving

Agency

Intrinsic Motivation + Giving 120%

Growth Mindset

Others Before Self

AI Readiness

Rather than focusing solely on experience or technical skills (which are often table stakes), we look for differentiators that separate truly great performers from merely good ones.

More likely to lead to great

Differentiator competencies
"4x factors"

Necessary yet less likely to lead to great in isolation

Primary skills
Experience
Education
Technical ability/Domain expertise

This framework helps us make more objective hiring decisions and avoid common pitfalls like hiring under pressure or conflating experience with excellence.

The First Call Short List

The only 5 umbrella questions you (likely) need

What was your most significant accomplishment [at Company, in role, etc..]?
What or who have been the greatest influences on who you are as a [leader/role/person] today?
ALT: From whom did you learn what great looks like as a [role]? Why? How?
What was your lowest point at [X]?
What is the feedback you receive currently that you know deep down is true and you don't like the fact that you know it's true - and you hesitate to share with others?
ALT: We all get constructive feedback. Not all of it is important or counts, but some is it. What is the most material piece of feedback you've received that has prompted you one to reflect and intentionally commit to change?
What are you focused on [in your role] for the last/next 6 months? Why?

Key Takeaways

1. Great interviewing is more about what you listen for than what questions you ask

Look for evidence of the 3-5 differentiators that separate great from good performance in a given role. [Hint: It's not experience. It's not technical skills.]
Go deep when interviewing. Start with a broad question (e.g., What is your most significant accomplishment at X company?) and then seek to understand the how's and why's.

2. Regrettable hiring decisions - which include mediocre performers, not just poor performers - are most often traced back to a lack of focus on what truly matters or getting caught up in the emotions or context of the moment.

Our rate of growth means that you and your team will often need capacity before you onboard new team members. Under capacity = clouded judgement
You need a person and/or a process to save you from yourself.