Organizations & Hiring
Designing the organization, making the key hires, running the hiring process. Worked through with cases and models.
- 01Probation in Japan doesn't mean you can let someone go6 min
In Japan, not confirming a hire after probation is a dismissal and needs a solid reason. Notice applies after day 14, and fixed-term contracts don't help.
- 02The people who aren't on the org chart9 min
An org chart shows how a company wants information to flow, not how it flows. Reporting line vs influence line, and how to find the people who sway decisions.
- 03Why exit surveys never tell you why people left8 min
48% of leavers tell the company it's family; 13% mean it. Exit surveys ask the outer two layers of a person. People leave over the inner two, or their boss.
- 04A talent map is not a list. Here's the question it answers9 min
When you can't fill a role, which requirement do you drop? That is what a talent map answers. Requirements multiply, companies sit in three rings.
- 05Reference checks in Japan: what you can actually learn6 min
In Japan, former employers usually confirm employment and little else. What the law rules out, why checks come before the offer, and what referees can tell you.
- 06After the resume screen: what I look for in an interview6 min
At the resume screen I'm sorting. In the interview I collect evidence: conditions, trade-offs, results, costs. What that means for candidates between boxes.
- 07Two people at the top: when does it actually work?10 min
Co-CEO companies tend to win big or lose big. What Netflix, SAP and Salesforce show about why, and what it means for a Japan entity run by two heads.
- 08A 50% raise, and he still left5 min
An engineer resigned, got a 50% counter offer, and left anyway. What Herzberg, self-determination theory and a pay meta-analysis say about counter offers.
- 09Your resume is a request to be put in a box5 min
A resume screen is mostly sorting. Sony's rival music players, UBS's split risk teams and Cleveland Clinic show how org boxes shape careers.
- 10Audi's First Year in F1, Read Through Org Design and Talent Mapping18 min
Audi lost its team principal two races into its F1 debut. Dual leadership, three talent pools and its hardest hire, read through org and talent mapping.