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Co-Founder and CEO of EchoSign from inception through tens of millions in cash-flow positive SaaS revenue and acquisition by Adobe Systems Inc. Jason then served as Vice President, Web Services at Adobe, where EchoSign was named the most successful acquisition of 2011-12, posting 199% YoY growth.

3 responses to “Don’t Hire CEOs, Architects, Gamers, or Dualies”

  1. The Perils and Pitfalls of the “Been There, Done That” VP: Posers and Mercenaries

    […] There, Done That” VP: Posers and MercenariesBy Jason M. Lemkin on November 27, 2012{Part 2 of our series on Start-up Hiring}Basically all of the SaaS CEOs/founders I know of have made at least one terrible VP+ level hire. […]

  2. Most Hiring and Investment Decisions are Terrible Due to Pattern Matching : Enterprise Irregulars

    […] to me like noise and affectation.  In other words, they’re trying to game the pattern matchers.Jason Lemkin has his hiring pattern matcher running at full song when he advises not to hire CEO’s, Architects, Gamers, or Dualies.  Dang, I’m shot down on two […]

  3. Dean Hill

    I think you are looking at this in completely the wrong way. Hiring people is about looking for the right people, regardless of the title/position. If you look at my title, it says “Software Architect”. Nothing you have said about architects is even close to me. I know have indicated that there are exceptions but it’s filters like this that can cause more problem than they are worth. I have been a Development and Analyst Manager before but I chose to move back to Software Development and Architecture for a very important reason. I am looking to work overseas and a very strong technical person is far more attractive than a manager. By almost ruling out certain groups of people based on their title you potentially rule out that “perfect” employee that you have been hunting for. As you said in a previous blog, a bad hire can effect business. The last thing you want to do is rule out potential good ones because of a title. As Eric Herrenkohl said “Sometimes when you meet the right people, you hire them first and then find a position for them.”. Any rules that you make to restrict who you hire have the potential of filtering out these “right people”.