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Maybe.
Probably.
It Depends.
Brett J. Fox, an entrepreneur I respect, was thinking about hiring a recent Ph.D. of Stanford University to be his VP of Engineering for his company. When doing his due diligence, he made this known to Bruce Wooley, the Dean of the Electrical Engineering Department at Stanford.
It was what Bruce said that worried Brett.
He said, “The experience of your VP of Engineering or CTO will directly determine the experience of your team.”
Though Tim, the candidate for VP of Engineering, was exceptional and brilliant, he only had five years of work experience.
Brett thought that maybe Tim’s brilliance would be enough to attract talent, which the fact he was making that observation was a tip-off that Tim was likely not the perfect person for the position.
Brett knew in his heart of hearts that the Dean was right. If he hired Tim, he would have a team of inexperienced engineers. There was no way Tim was going to attract the talent he wanted from experienced engineers with his lack of experience.
I began thinking about this in other areas of business and sales based on my own experiences of running businesses, and I would concur.
However, in some industries, especially emerging industries, a young team of talent is advantageous. The young team isn’t held back by old rules. And like, Mark Zuckerberg’s famous motto: “Move fast and break things,” where disruption and failing forward is the prerequisite.
Likewise, in some industries, a young team can be the kiss of death where breaking things won’t work.
Look at the trade-offs and decide how to build your team.
You may not need experience.
The experience might work against you.
If that’s the case, go the inexperienced route.
