{"id":6497,"date":"2018-05-23T14:08:37","date_gmt":"2018-05-23T11:08:37","guid":{"rendered":"https:\/\/${domain}\/blog\/?p=6497"},"modified":"2025-04-30T15:49:24","modified_gmt":"2025-04-30T12:49:24","slug":"build-strong-team-product-company-david-braun-hr-secrets","status":"publish","type":"post","link":"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/","title":{"rendered":"How to Build a Strong Team for a Product Company: David Braun\u2019s HR Secrets"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">How to build a strong team that makes great products? The answer might be simple: by hiring people who know their work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, IT startup owners should look for more than just professional experience if they are interested in hiring people who can create amazing products. During the\u00a0<\/span><a href=\"https:\/\/www.facebook.com\/itemdpua\/\" rel=\"nofollow\"><span style=\"font-weight: 400;\">ITEM 2018 Conference<\/span><\/a><span style=\"font-weight: 400;\">, <strong>David Braun, CEO, and Co-Founder of TemplateMonster<\/strong>\u00a0shared his thoughts about what makes a strong team and how to build it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to David, there are 5 qualities that product companies should look for in their candidates.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_81 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-69edd703bee7f\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-69edd703bee7f\" checked aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/#5_most_important_personal_qualities_for_a_candidate\" >5 most important personal qualities for a candidate<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/#How_to_hire_the_best_candidates_David_Brauns_HR_tips\" >How to hire the best candidates: David Braun\u2019s HR tips<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/#3_interview_questions_that_help_to_pick_the_right_candidates\" >3 interview questions that help to pick the right candidates<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/#Wrap_Up\" >Wrap Up<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"5_most_important_personal_qualities_for_a_candidate\"><\/span><strong>5 most important personal qualities for a candidate<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<h3><strong>1. Empathy<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Empathy is crucial when it comes to the product design and to the customer-based approach. It\u2019s impossible to design a good product when you don\u2019t understand your customers and the challenges they face. <\/span><\/p>\n<blockquote><p><i><span style=\"font-weight: 400;\">&#8220;Once you start building this skill, it becomes very easy for you to start talking to your customers&#8221;, David says.<\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">He also believes that it\u2019s better to hire candidates with a high level of empathy and to teach them necessary skills than to hire candidates that don\u2019t care about the customer and to teach them empathy. <\/span><\/p>\n<h3><strong>2. Leadership<\/strong><\/h3>\n<blockquote><p><i><span style=\"font-weight: 400;\">&#8220;Leadership in a product-based company is essential&#8221;, David emphasizes.<\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">It\u2019s important to hire candidates that are capable of leading both team and customers they work with. This is especially important when a startup is in its early stages because you need someone to coordinate the team, to ensure they\u2019re doing their work right and work together, not independently. <\/span><\/p>\n<h3><strong>3. Curiosity<\/strong><\/h3>\n<blockquote><p><i><span style=\"font-weight: 400;\">&#8220;People that lack curiosity limit themselves to collecting small data&#8221;, David thinks.<\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">People<\/span><span style=\"font-weight: 400;\"> are rarely looking for new information, they rarely network during the conferences, and they definitely aren\u2019t very interested in learning something new. However, creating amazing products requires fresh opinions, thoughts, and approaches. So, one of David\u2019s hiring rules is to look for people that are not only skilled but also curious. <\/span><\/p>\n<h3><strong>4. Passion<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Good projects might take months to design and years to build and promote. It\u2019s easy for a person to get tired of a project if they aren\u2019t passionate about it and about their work in general. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">David insists that money could motivate a person only to some point. It\u2019s the passion that helps them to keep working on a project for years, and it\u2019s the passion you need to look for in a candidate if you\u2019re interested in building a strong team. <\/span><\/p>\n<h3><strong>5. Ability to fail and recover<\/strong><\/h3>\n<p><span style=\"font-weight: 400;\">Not all people handle criticism. Some even get discouraged and start doubting themselves and their work. However, criticism is inevitable when a team i<\/span><span style=\"font-weight: 400;\">s working on a product.<\/span><span style=\"font-weight: 400;\"> Therefore<\/span><span style=\"font-weight: 400;\">,<\/span><span style=\"font-weight: 400;\"> it\u2019s important to hire people that can learn from their mistakes and recover from their failures. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of David\u2019s personal HR secrets is to hire people that were in professional sports or play sports now. They are used to the competition and they know that even if you lose, this doesn\u2019t mean you cannot win next time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These are the 5 qualities David considers the most important in candidates. But what do you need to do to hire people who have these qualities? How can companies find such candidates and how to arrange an interview<\/span><span style=\"font-weight: 400;\">\u00a0for them? <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s assume you have 20-25 candidates to interview and you need to pick 5 of them that would go into your shortlist. Here\u2019s how David solves this problem.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_hire_the_best_candidates_David_Brauns_HR_tips\"><\/span><strong>How to hire the best candidates: David Braun\u2019s HR tips<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-6502 size-full\" title=\"How to hire the best candidates: David Braun\u2019s HR tips\" src=\"https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/fotor.jpg\" alt=\"How to hire the best candidates: David Braun\u2019s HR tips\" width=\"4000\" height=\"2667\" srcset=\"https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/fotor.jpg 4000w, https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/fotor-768x512.jpg 768w, https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/fotor-418x279.jpg 418w\" sizes=\"auto, (max-width: 4000px) 100vw, 4000px\" \/><\/p>\n<blockquote><p><i><span style=\"font-weight: 400;\">&#8220;First, I\u2019m looking for the universal soldiers,\u201d David says. <\/span><\/i><\/p><\/blockquote>\n<p><span style=\"font-weight: 400;\">The roles aren\u2019t always clear in product-based companies, especially in the ones that are just starting. Therefore, it\u2019s important to find candidates that have different skills and can manage not one but a couple of different roles.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Second, you need to hire people with product instincts: the ones who are looking for ways to solve a certain problem and who come up with a fresh solution <\/span><span style=\"font-weight: 400;\">to<\/span><span style=\"font-weight: 400;\"> this problem.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Also, it\u2019s great when a candidate voices some concerns about the product. Of course, this doesn\u2019t always happen naturally, but it\u2019s possible to encourage a candidate to do so. After all, every good candidate studies the information about the company before going to the interview, so they could spot the flaws in company processes. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">David thinks this is crucial because this shows that a candidate goes deep in their research and analysis. If they do so with the company itself, they\u2019ll be able to do so with a product as well. Furthermore, this means that a candidate isn\u2019t afraid to talk critically which is also an extremely important skill for a product company. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"3_interview_questions_that_help_to_pick_the_right_candidates\"><\/span><strong>3 interview questions that help to pick the right candidates<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-6501 size-full\" title=\"How to find the best candidates: 3 interview questions that help to pick the right ones\" src=\"https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/photo-1525335941287-e13b9f6103d7.jpeg\" alt=\"How to find the best candidates: 3 interview questions that help to pick the right ones\" width=\"1315\" height=\"921\" srcset=\"https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/photo-1525335941287-e13b9f6103d7.jpeg 1315w, https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/photo-1525335941287-e13b9f6103d7-768x538.jpeg 768w, https:\/\/${domain}\/blog\/wp-content\/uploads\/2018\/05\/photo-1525335941287-e13b9f6103d7-418x293.jpeg 418w\" sizes=\"auto, (max-width: 1315px) 100vw, 1315px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Obviously, it isn\u2019t always easy to find out what kind of person is sitting in front of you in a job interview. However, David has been working in this industry long enough and had come up with some questions that help him understand that.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\"><strong>1. Why is a certain product successful?<\/strong> <\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Pick any well-known product as an example and see what the candidate will answer. This will help you understand better how a candidate thinks, by what do they measure the success of a certain product, and so on. This also shows how good they are in analyzing the information quickly. <\/span><\/p>\n<h3><span style=\"font-weight: 400;\"><strong>2. What do you consider your biggest work mistake?<\/strong> <\/span><\/h3>\n<p><span style=\"font-weight: 400;\">This question helps to understand how honest a candidate is. Of course, not all are willing to talk about their mistakes during an interview &#8211; but it\u2019s still important to admit them openly. If a candidate answers this question instead of trying to avoid it, it\u2019s always a good sign. <\/span><\/p>\n<h3><span style=\"font-weight: 400;\"><strong>3. How do you evaluate your working process?<\/strong> <\/span><\/h3>\n<p><span style=\"font-weight: 400;\">A candidate might know how to measure the result of their work &#8211; but do they know how to measure the process? They should know if they claim to be professionals and if they intend to work on long-term projects. This knowledge is what helps employees to work effectively for long periods of time and to defend their point of view. If a candidate is able to give a specific answer to that question, that\u2019s great. <\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Wrap_Up\"><\/span><strong>Wrap Up<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Building a great team is not an easy task for a product company. The projects might last for years, the roles could be unclear at times, and there are usually a lot of people involved. That\u2019s why while the candidates\u2019 professional experience is important, you should look for more than just that. A good candidate for a product company should be empathetic, curious and passionate about their work, honest, and willing to get over their failures.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These are David\u2019s secrets of how to build a strong team at work. He believes that the team should always be the main priority of the company because only the right people can design amazing products and help a company achieve its goals.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>How to build a strong team that makes great products? The answer might be simple: by hiring people who know their work. However, IT startup owners should look for more than just professional experience if they are interested in hiring people who can create amazing products. During the\u00a0ITEM 2018 Conference, David Braun, CEO, and Co-Founder &hellip;<\/p>\n","protected":false},"author":35,"featured_media":6521,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[95,75],"tags":[],"class_list":["post-6497","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-for-startups","category-opinions","has-thumb"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Build a Strong Team for a Product Company: David Braun\u2019s HR Secrets - Weblium Blog<\/title>\n<meta name=\"description\" content=\"CEO and Co-Founder of TemplateMonster shares his insights of how to hire the best talents in the market and build a successful result-oriented team\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/${domain}\/blog\/build-strong-team-product-company-david-braun-hr-secrets\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Build a Strong Team for a Product Company: David Braun\u2019s HR Secrets - 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