You may find yourself living in a shotgun shack
You may find yourself in another part of the world
You may find yourself behind the wheel of a large automobile
You may find yourself in a beautiful house with a beautiful wife
You may ask yourself, well, how did I get here?
– The Talking Heads, Once In a Lifetime
…and you may find yourself hired for a new job at a startup, in which case you might ask yourself, “well, what do I do here?”
This post is about exactly that.
First, imagine that all new hires are lined up on a spectrum. At one end you have the FNG; at the other The Savior. Who are these people and which one will you be?
FNG stands for “F**king New Guy”. It’s the guy who just shows up clueless, doesn’t know the culture, lacks any sort of useful knowledge (or the wherewithal to share it), and generally gets in the way. You never really like this guy because he doesn’t know why he’s there, and neither do you. He stands around and just does what he’s told, and it’s exactly who Charlie Sheen’s character, Chris, became in the 1986 classic film, Platoon:
On the other end of the spectrum lies The Savior, the genius whose transformative insight or wisdom forever changes the way his company works. It’s the person every company aspires to hire. Unfortunately, finding a Savior is about as easy is spotting a unicorn. In the movie Moneyball, the Oakland A’s get lucky and identify one in Jonah Hill’s character, Peter. By looking at the struggling baseball team’s player selection process in an entirely new way, Peter completely reworks the way the team recruits and helps turn the organization around:
Obviously, no one envies Chris and few wouldn’t love to be as insightful as Peter, but what really separates the two? Here are three factors:
The Moneyball clip doesn’t reveal this, but Peter started exploring new ways of selecting players long before he had any real influence on the A’s. He wasn’t hired to be “influential”, but he didn’t wait for his boss’s prompting before engineering an entirely novel player selection methodology. He just did it. The fact that Peter was at his first job and in a relatively junior position didn’t stop him, and it shouldn’t stop you. Just because you’re new and/or junior doesn’t mean you can’t start asking lots of questions and figuring out where you can add value. If you’re waiting around for someone to tell you how you can help, you probably won’t be around for long.
Your naivety in a new industry or at a new company may be your greatest strength. In fact, it’s not at all uncommon for outsiders to use their unique perspective to help companies do things no one thought possible. Witness Steve Jobs’ disruption of the music and mobile phone industries; the exploits of Sir Richard Branson, who said, “My interest in life comes from setting myself huge, apparently unachievable challenges and trying to rise above them… “; and Alan Mulally, who brought Ford back to profitability despite having no experience in the automotive world. You may not be a captain of industry, but if treat your “new guy” perspective as an asset, you’ll go far.
Sometimes, the culture of a startup has just as much of an influence on how effective new hires are as anything else. The Vietnam military culture that Chris faced in Platoon certainly didn’t foster the development of new recruits, so fresh soldiers were all but guaranteed to be FNGs. Ask yourself: does the company you’re planning to join encourage new ideas and different ways of thinking? Have they asked for your perspective on problems they’re currently tackling? Do the people you interview with ask for your critiques on how the company can improve? If the answer to any of these is no, then don’t work there. Chances are, your new ideas won’t go very far. Instead, find a company who values your input, even if your ideas aren’t as helpful at first because you lack context.
Startups are quick to hire, and quick to fire, so hopefully this post moves you a bit less of an FNG and slightly more of a Savior. Good luck!