In today’s competitive job market, hiring the right talent is crucial for a company’s success. Organizations are no longer just looking for employees with impressive resumes; they seek individuals with qualities that drive innovation, adaptability, and problem-solving skills.
Micha Kaufman, the founder and CEO of Fiverr, has built a multi-million-dollar company by selecting the right people to join his team. Since launching Fiverr in 2010, Kaufman has conducted countless interviews and identified three key traits that separate exceptional candidates from the rest. These three characteristics—killer instinct, agility, and curiosity—are the foundation for building high-performing teams. According to Kaufman, individuals who possess these qualities “don’t fail.”
1. Killer Instinct: The Drive to Succeed
Kaufman defines killer instinct as an individual’s deep commitment to a company’s mission. Employees with a killer instinct don’t just show up to work; they fully immerse themselves in the organization’s vision. They take ownership of their roles and push beyond their limits to ensure success.
A killer instinct means having a proactive mindset—constantly identifying challenges and devising solutions. These employees don’t wait for instructions; they anticipate problems and act swiftly. Their unwavering determination ensures they overcome obstacles and contribute to the company’s growth.
For example, in the fast-moving tech industry, a team member with a killer instinct would not only execute assigned tasks but also explore innovative ways to enhance a product or service. If an issue arises, they won’t just report it—they’ll propose solutions and take the necessary steps to resolve it.
Kaufman believes that killer instinct is essential in employees because it creates a culture of accountability and resilience. People with this trait take their work personally, treating their responsibilities as an integral part of the company’s success. They are problem-solvers, decision-makers, and leaders in their own right.
2. Agility: The Ability to Adapt to Change
Agility is another crucial trait Kaufman looks for in job candidates. The business landscape is constantly evolving, and employees must be able to adapt quickly. Those who embrace change and see it as an opportunity rather than a setback are invaluable to any organization.
Kaufman experienced this firsthand with the launch of Fiverr Go, a platform featuring AI tools to help creators expand their businesses. The initiative required team members who could navigate a rapidly changing environment. Employees who embraced the challenge and sought creative ways to make the project a success showcased the agility necessary for high-stakes projects.
Being agile means having the ability to pivot when necessary. It involves thinking on your feet and adjusting strategies based on new information or circumstances. Employees who struggle with change may find themselves overwhelmed in dynamic work environments, whereas agile individuals thrive in these conditions.
In practical terms, an agile employee would quickly learn and implement new technologies, adjust to shifting company priorities, and remain flexible when faced with unexpected challenges. They remain focused on solutions rather than dwelling on obstacles.
3. Curiosity: The Desire to Learn and Innovate
Curiosity is the driving force behind innovation and growth. Kaufman emphasizes the importance of hiring employees who are eager to learn, explore, and question the status quo. Curious individuals seek to understand why things work the way they do and how they can be improved.
Employees who ask insightful questions, challenge assumptions, and seek deeper understanding contribute significantly to a company’s innovation. Their hunger for knowledge enables them to develop creative solutions and refine existing processes.
For instance, a curious marketer won’t just create campaigns based on standard practices; they’ll analyze consumer behavior, test new strategies, and explore different ways to connect with audiences. A curious engineer won’t just follow instructions; they’ll dive into the mechanics of a system to identify areas for enhancement.
Kaufman believes that curiosity fosters a culture of continuous improvement. When employees are encouraged to ask questions and explore new possibilities, organizations remain at the forefront of industry advancements.
How Kaufman Identifies These Traits in Job Interviews
Identifying these three traits—killer instinct, agility, and curiosity—during a job interview requires a strategic approach. Kaufman relies on behavioral questions and storytelling techniques to assess candidates’ mindsets.
One of the key ways he evaluates a candidate’s potential is by asking about their past experiences, particularly their successes and failures. He doesn’t just look at the outcome; he wants to understand the thought process behind their decisions.
For example, if a candidate shares a successful project they worked on, Kaufman asks:
- Why did you build it?
- What was your thought process behind it?
- What challenges did you face?
- How did you adapt to overcome obstacles?
These questions reveal how candidates approach their work and whether they possess the curiosity, agility, and killer instinct required for success.
Similarly, when discussing failures, Kaufman looks for candidates who take ownership of their mistakes and demonstrate a growth mindset. If someone shifts blame or struggles to articulate lessons learned, it may indicate a lack of adaptability and accountability.
By delving into these stories, Kaufman gains insights into candidates’ personalities, problem-solving abilities, and resilience.
Building a Winning Team with These Traits
Kaufman firmly believes that with a team possessing killer instinct, agility, and curiosity, a company can achieve anything. These traits create a culture of excellence, where employees are motivated, adaptable, and continuously striving for improvement.
Organizations that prioritize these qualities in their hiring process are more likely to cultivate high-performing teams. Employees who embody these traits contribute to innovation, efficiency, and long-term success.
Lessons for Job Seekers and Employers
For job seekers, understanding these key traits can help in career development. Demonstrating a killer instinct, agility, and curiosity in interviews and daily work can set candidates apart in the job market.
Employers, on the other hand, should integrate these attributes into their recruitment and performance evaluation processes. Rather than focusing solely on qualifications and experience, assessing candidates’ mindset and adaptability can lead to stronger, more resilient teams.
Conclusion
Micha Kaufman’s hiring philosophy highlights the fundamental attributes that drive success in the modern workplace. By prioritizing killer instinct, agility, and curiosity, organizations can build teams that are not only skilled but also driven, adaptable, and innovative.
These three traits go beyond traditional job requirements; they shape a company’s culture, enhance problem-solving capabilities, and ensure long-term growth. As Kaufman puts it, “You can build anything with a team like that.”
Whether you’re an employer seeking top talent or a job seeker looking to stand out, embracing these qualities can pave the way for success in an ever-evolving business landscape.
