American - Businesswoman | October 30, 1985 -
Get your product in front of actual, living, breathing strangers. Your college roommate's approval does not mean there's market demand.
Kathryn Minshew
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One of the top causes of startup death - right after cofounder problems - is building something no one wants.
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There were so many lessons I learned the hard way: missing out on a raise because I didn't know to ask, having colleagues consistently get credit for my ideas because of how I spoke up in meetings. When I looked for a resource that addressed the challenges I was facing, I couldn't find it. There was nothing.
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We knew when we started the Daily Muse, we wanted a recruiting-focused business model rather than an advertising-focused one. We felt like publishers were being forced to go to more and more extreme lengths to monetize through advertising.
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The idea for The Muse came from my own life, from a product that I wanted but couldn't find anywhere. Sometimes when you see a need for something in your own life and you can't get it, you feel crazy enough to make it happen yourself.
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It's hard when you have a lot of naysayers to know when they might be right or when to ignore them and go with your gut and do something that may seem risky.
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Take the time to match your application to the company and the role you're applying for. Even if it means you're sending out fewer applications overall, I think that can be really powerful.
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Know your career values: Not your parents' values, not your friends', but what you personally value in work. For me, it's things like moving quickly and scrappily, ownership and authority over my work, and flexibility.
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Something I've learned is that when people tell me I can't do something, I immediately wonder why and then think it through. It only makes me more motivated to prove them wrong.
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I work late nights catching up on emails, and then, in the mornings, I just hop on my laptop right away. Then, every other day, I'll hop into the shower! My husband is horrified that I don't shower every day.
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Previous experience, key skills, and education. They're undoubtedly all important things you consider when filtering through applicants in order to make a new hire. But, what's another major determining factor of whether or not that hopeful interviewee deserves an offer letter? Cultural fit.
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You don't hire for mediocrity. Instead, you bring people onto your team because you know that they'll make a valuable contribution and turn in amazing work. But, in order to have that expectation, you need to make sure you're fostering an environment that allows them to do so.
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