6 ms·

Potential for growth: If things go well, you will be COO. that's a scary line to put in a job description

jwkjng 13y ago
was about to say the same thing..
davidbalbert 13y ago
I'm curious about what you find scary. Scary for someone considering applying for the job or scary because it says something about us? We put it in the job description because we think it's true[^1], but the last thing we want to do is scare people away. [^1] If we get really big and you're in charge of operations, you'll be COO by definition. If we stay the size we are now, it seems unnecessary to call anyone a COO (or any of the other C*O roles).
- m52go 13y ago
  To me, it means the person will run operations for the firm, that the person will be the operational leadership for the company. That could be scary for someone who doesn't want that kind of responsibility, but then those are the very people you don't want to talk to anyway.
- dsugarman 13y ago
  it's scary for a number of reasons, you outlined the biggest ones. You are basically saying you will be the COO if you do a good job, but then when exactly does their title change? What if you attract someone that is on another level in terms of qualifications and relative experience? If they don't become the COO in a given time frame as your company grows, there will likely be problems stemming at the core of your operations, which scares me. I would always let someone know there is room for upward mobility but this might be a little specific.
Ryel 13y ago
I agree 100%. I believe that line does more harm than any potential good. IMO it would create this false sense of urgency and only sets up that person for failure. Within every company you should always feel the implication that if you do well enough, you could be the boss. The person you hire will have this constant reminder of "why am I not COO yet". Which I assume would only create more tension. If your goal with this line is to be more attractive to candidates who are maybe over-qualifed, or serious go-getters, I think you can show that more appropriately by upping salary and setting the bar higher for job experience/requirements.

was about to say the same thing..

I'm curious about what you find scary. Scary for someone considering applying for the job or scary because it says something about us? We put it in the job description because we think it's true[^1], but the last thing we want to do is scare people away. [^1] If we get really big and you're in charge of operations, you'll be COO by definition. If we stay the size we are now, it seems unnecessary to call anyone a COO (or any of the other C*O roles).

m52go 13y ago
To me, it means the person will run operations for the firm, that the person will be the operational leadership for the company. That could be scary for someone who doesn't want that kind of responsibility, but then those are the very people you don't want to talk to anyway.
dsugarman 13y ago
it's scary for a number of reasons, you outlined the biggest ones. You are basically saying you will be the COO if you do a good job, but then when exactly does their title change? What if you attract someone that is on another level in terms of qualifications and relative experience? If they don't become the COO in a given time frame as your company grows, there will likely be problems stemming at the core of your operations, which scares me. I would always let someone know there is room for upward mobility but this might be a little specific.

Ryel 13y ago

I agree 100%. I believe that line does more harm than any potential good. IMO it would create this false sense of urgency and only sets up that person for failure. Within every company you should always feel the implication that if you do well enough, you could be the boss. The person you hire will have this constant reminder of "why am I not COO yet". Which I assume would only create more tension. If your goal with this line is to be more attractive to candidates who are maybe over-qualifed, or serious go-getters, I think you can show that more appropriately by upping salary and setting the bar higher for job experience/requirements.