The Progress Report - Issue #1

Hey Hey!

Ford here with the first official Progress Report.

Last week I asked what your biggest challenges were, and 40+ of you replied (thank you!). The #1 response? Hiring the right people, especially early in their careers.

So let's dive into the expensive lessons I learned the hard way.

The $50K+ Mistake That Changed How I Hire

Two years ago, I hired someone who looked perfect on paper. Great GPA, solid internships, nailed the "culture fit" interview.

Three months later, they were gone. The real cost wasn't just the $15K in salary – it was the missed deadlines, team frustration, and opportunity cost of not having the right person.

The problem? I was hiring for resume credentials instead of actual problem-solving ability.

What I Learned from 400+ Companies

Since launching Runway, I've watched companies make (and fix) the same hiring mistakes. Here's what actually works:

Mistake #1: The "Culture Fit" Trap

What most do: Rely on gut feeling and "would I grab a beer with them?"
What works: Define specific behavioral indicators. Instead of "team player," look for "gives credit to others" and "asks clarifying questions."

Mistake #2: Over-Indexing on GPA

What most do: Filter by 3.5+ GPA as a proxy for capability
What works: Focus on projects, side hustles, and problem-solving approach. Our highest performers often have 3.2 GPAs but built apps or started clubs.

Mistake #3: Generic Interview Questions

What most do: "Tell me about yourself" and "Where do you see yourself in 5 years?"
What works: Role-specific scenarios. For marketing roles: "Walk me through how you'd research our target audience."

The 3-Question Framework I Use Now

For any early career hire, I ask:

1. "Tell me about a time you had to figure something out with zero guidance."
   (Tests resourcefulness and self-direction)

2. "What's something you've built, organized, or created outside of class requirements?"
   (Reveals intrinsic motivation)

3. "How would you approach [specific challenge they'd face in this role]?"
   (Evaluates thinking process, not perfect answers)

These questions have helped our clients reduce bad hires by 60%.

What's Working Right Now

Quick intel from our platform data:

• Response rates: Personal LinkedIn outreach gets 3x more responses than generic InMails
• Best posting times: Tuesday-Thursday, 9-11 AM EST for early-career roles
• Interview conversion: Video-first interviews (not phone screens) convert 40% better

One Thing to Try This Week

If you're hiring, replace one generic interview question with a specific scenario they'd actually face in the role. You'll learn more in 10 minutes than an hour of traditional questions.

Behind the Scenes

We now have students from over 150+ universities on Runway, and I'm blown away by the quality of talent. This week I'm meeting with 3 career centers about licensing our platform to them directly.

The goal? Make it easier for universities to connect their students with companies that actually want to invest in early career talent.

That's it for this week. Hit reply and let me know: What's your best (or worst) hiring story?

I'm collecting these for a future deep-dive on what separates great hiring managers from the rest.

Keep progressing,

Ford Coleman
Founder, Runway

P.S. Want to see how our AI ranking tool evaluates candidates? Try it free here – takes 30 seconds and might change how you think about screening.