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GroSum @GroSums
Joined April 2014
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GroSum@GroSums
Apr 24
Check out our latest article: An open letter to India's independent HR consultants linkedin.com/pulse/open-lett… via @LinkedIn

An open letter to India's independent HR consultants

In 12 years of running GroSum, I've noticed a pattern I was slow to admit out loud: Every meaningful client we've ever won, we won because a consultant was in the room. Not because our product was...

linkedin.com
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9,600 open-ended responses in a 360 survey often gather dust while averages steal the spotlight. The richest data predicts behavior, yet it's the first to be ignored. Are we really listening to what matters?
5
Anonymous averages are a shield for weak managers. They hide individual failings that need attention. Real growth starts when we face the specific truths behind those numbers
4
A 5,000-person company ditched 40-page feedback reports for 2-minute dashboards. The shift? Not tech. It was facing the uncomfortable truth: employees don’t need data dumps - they need clear, actionable insights. Your feedback tool should be a decision tool, not a filing cabinet.
2
Forcing a 'hard stop' on survey answers filters out discomfort but also the truth. Real insights live in the messy, unexpected responses you're scrubbing away. Instead, embrace the chaos - it's where the real data hides.
3
The expensive lie every founder tells: 'We hire for culture.' One toxic high performer can drain 3x their salary in damage before you even notice. Stop relying on gut instinct - it's costing you more than you think.
42
A 500-person company slashed regrettable attrition by 40% by shifting from vibe checks to behavior assessments in hiring. What do your 'culture fit' interviews actually measure? Your CFO might want to know.
3
Three behavioral signals to baseline in week 1 of culture work: disagreement tolerance, response to feedback, and ownership under pressure. Most engagements drift because these aren't measured early. What's your current method missing?
2
Remote hiring quietly broke your culture. Most TA leads still haven't admitted it. When feedback loops went silent, hidden biases took over. The articulate candidate looked better on Zoom - but delivered less in reality. Your attrition stats don't lie.
6
Culture isn't crafted in workshops - it's imported by your next hires. Hire a toxic high performer, and you'll pay 3-6x their salary in team damage. Yet, the boardroom rarely notices until the best start quitting. Measure behavior before it compounds.
6
Your best interviewer can get it wrong 30% of the time. They're measuring charisma, not behavior. The hidden cost? Regrettable attrition that creeps up silently. Fix it with real behavioral insights.
4
AI won't replace your judgement - it'll replace those midnight sessions scoring behavioral interviews. Your real value? Navigating the subtleties no algorithm can capture. Let's focus on what only you can do.
1
I was hiring our first sales lead. During a 'culture fit' interview, I almost dismissed a candidate who challenged my ideas. Realized later, that challenge was what we needed most. 'Culture fit' can blind you to the talent that will truly drive growth.
4
Even your best interviewer can make a wrong hire 30% of the time. Why? They're measuring charm, not behavior. The result? A quiet rise in attrition you can't explain. Address this before it compounds
2
Personality tests capture traits, not actions. Hiring for culture? Focus on behavior. Observe: 1) How they handle feedback 2) Navigating pressure 3) Ownership in ambiguity. What actions reveal about fit can't be captured in a test. What's your team missing?
4
Seen these in failing cultures? 1) Low disagreement tolerance 2) High talk-to-action gap 3) Asymmetric feedback flow. Fix these and engagements stop drifting. It’s not about more data - it’s about the right behavioral data. Ready to see what’s under the hood?
2
Hiring for 'culture fit' without measuring behavior is just bias wearing a badge. Ever hired someone who 'felt right' only to see them disrupt team dynamics? That's the scandal we quietly ignore. Measure what matters, not what feels comfortable.
4
Founders hiring on 'vibes' often just scale their blind spots. Want to avoid this? 1) Define the behaviors that succeed in your company. 2) Measure candidates against them. 3) Replace feelings with data. Your gut isn't a predictor - it's a pattern repeater.
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A 20-minute behavioral assessment can reveal a 3x hidden cost of toxic high performers that 5 rounds of interviews miss. If your attrition feels unexplainable, here's what you're not measuring: actual behavior under pressure.
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Remote hiring masked a culture crisis. TA leads focus on filling roles fast, but miss the silent signals: misalignment, disengagement, and the toxic traits that surface without face-to-face interaction. The attrition you can't explain? It's the cost of ignoring this shift.
5
A CEO shared "In a late-night review, I realized our 'culture fit' interviews were turning away our best talent. The candidates most likely to disagree, challenge, and innovate - filtered out. We were hiring comfort over capability. That's when I knew we needed change."
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