The Rabbit Test: How I Hire a Global Team

Nearly my whole team came from hiring globally, brilliant, credentialed people in the Philippines, Argentina, Nigeria, paid honest wages aligned to their local cost of living. And the single best hiring filter I use costs nothing: buried in the job post is one instruction, your first sentence must include the word rabbit. No rabbit, no review. It's not a trick; it's the job. Detail-orientation can't be interviewed for, but it can be tested before you've spent a minute.

• Require a short video application. The first ten seconds tell you what a resume never will.
• Ask situational questions where "I'd ask you" is a failing answer, you're hiring resourcefulness, not permission-seeking. And a candidate with no questions for you is a no.
• Ninety-day probation, always. Both sides deserve an honest exit ramp.

That's my entire management philosophy in five words. Nice avoids the hard conversation and calls it kindness; fair states the expectation, holds it, and phrases consequences honestly. Alongside it: correct the process, not the person, every mistake becomes an SOP improvement, which is how you build a team that reports errors instead of hiding them. And when someone's stuck, my favorite unblocking question: if you had to do this for your mom, what would you do? Nine times out of ten, they solve it on the spot.

Cameras on in every meeting, I want to feel your energy, and when it ends, end it cleanly: access locked the night before, a respectful exit, and an SOP that captures what the role learned. A global team isn't a compromise. Hired like this, it's an advantage.