>The "track careers of people you rejected" idea is an interesting one, but depends very much on how public people make their careers. I really like this idea.

>The "track careers of people you rejected" idea is an interesting one, but depends very much on how public people make their careers. I really like this idea. This reminds me a bit of the "anti-portfolio" that some VCs track (aka a bittersweet regret of the unicorns they passed on years ago). I think the same could be said of great talent that an organization passed on that then goes on to build great products, invent, and/or otherwise lead great teams despite that. However, employment is a tad different than investment so, to me, the only caveat to this is that it simply isn't the case that every super talented person will bring about great results and value creation at every single organization. Much of what a talented person's output depends on is the very room full of other people in which that person works with. And while "fit" is such a cliche thing these days, this is what matters so much in terms of whether or not an otherwise talented person will be successful or not within one organization versus another.