You also get what you pay for, so don’t be afraid to invest in your colleagues! I’ve always done that. If the feeling is not 100% there, I skip the person altogether. If I have to choose, I always choose motivation. Ideally, I can find a person with both motivation and class. If you’re completely uninterested in your surroundings and colleagues, it will probably be difficult to collaborate in a team. If you’re completely uninterested in society, it’s difficult to understand how this improvement should be implemented. Is the person hungry? Curious? Loyal? Do they have interesting ideas? What do they do in their spare time? Do they play computer games? Sports? Are they interested in society? A business idea often tries to improve something in society. Martin Lorentzon: I never look at CVs I basically just go for gut feeling. What specifics do you look for when recruiting people? What makes you not choose someone? And what if someone you like is hesitant do you sell them the idea or move on to the next? Examples of this are the Tradedoubler clan including Jacob de Geer, Daniel Ek, Gustav Söderström, not to mention Ludde Strigeus, and many other superstars at Spotify. Pär-Jörgen Pärson: Martin, you exemplify the skill of finding and nurturing exceptional talent.

Martin lorentzon spotify