Authentic Beats Polished

Andrew Wilkinson shares his perspective on hiring CEOs for his portfolio companies, emphasizing authenticity over polish and the importance of thorough vetting. His approach focuses on finding genuine leaders who align with the company's values and are willing to have skin in the game.

Key Points:

• Candidate Assessment:

  • Prefers candidates who show genuine human reactions (sweaty armpits, nervous scratching) over slick, polished executives
  • Looks for people who will "do the right thing when things get tough"
  • Values authenticity and realness in interactions
  • Must be willing to have skin in the game and share risk

• Red Flags:

  • Candidates who want guaranteed high base salary with no risk
  • Big company executives who don't know how to function without corporate infrastructure
  • People who are unwilling to align compensation with company performance
  • Overly polished, slick personalities

• Trust Indicators:

  • Would you trust them to babysit your kids?
  • Do you walk away from meetings feeling energized?
  • Are they willing to sacrifice something for equity?
  • Do they show genuine human reactions under pressure?

• Compensation Structure:

  • Prefers to make the first offer
  • Structures deals with lower base salary and higher variable compensation
  • Uses uncapped bonuses to align interests
  • Requires equity purchases rather than stock options
  • Focuses on total compensation package rather than individual components

• Cultural Fit:

  • Must match company's cultural DNA
  • Should be willing to grow with the company
  • Need to demonstrate real commitment beyond just wanting high compensation
  • Should be energizing to work with

The core belief is that authentic, slightly nervous candidates who show genuine human reactions are often better choices than polished executives who present perfectly but may lack substance or true alignment with the company's interests.