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Discussion Starter · #1 ·
When Rivian is looking to hire candidates to work for them they want people to be as specific as possible when describing problems the candidate has faced and listening to the amount of detail they use to describe how they solved them.

"We want people that are able to be incredibly specific about what they've done," Cindy Nicola, Rivian's vice president of talent acquisition, told Insider in 2020. "If you've ever solved a really tough problem, you never forget it."


Rivian CEO RJ Scaringe and Tesla CEO Elon Musk have different approaches to leading their companies, but the two electric-vehicle-makers share a job-interview technique they use to determine which candidates have the skills they seek: asking about problems the candidate has faced and listening to the amount of detail they use to describe how they solved them.

"We want people that are able to be incredibly specific about what they've done," Cindy Nicola, Rivian's vice president of talent acquisition, told Insider in 2020. "If you've ever solved a really tough problem, you never forget it."

For Musk, "evidence of exceptional ability" is more important than a college degree, he said in a 2014 interview with the German automotive publication Auto Bild.

"If there's a track record of exceptional achievement, then it's likely that that will continue into the future," Musk said at the time.

To get a sense of whether candidates are high achievers, Musk said during the 2014 Auto Bild interview that he asks how they solved the most challenging problems they've encountered. To make sure they're not taking credit for someone else's work, Musk asks detailed questions about they problem they describe. If the candidate doesn't know the answers, it indicates that they didn't have as big a role in the process as they claimed.

For Rivian, ignoring or taking credit for contributions made by coworkers raises another troubling possibility: You're not a great team player. Rivian has a very collaborate culture where few tasks can be completed by one person, Helen Russell, the company's chief people officer, told Insider in 2020. If you give the impression that you're not good at working with others, Russell will notice.

"If they use the word 'I' and never use the word 'we' — huge red flag," Russell said of job candidates.
 

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This should make Rivian's growth even more interesting to watch compared to brands with traditional methods.
 

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This should make Rivian's growth even more interesting to watch compared to brands with traditional methods.
It would be interesting to see if using this question actually makes a difference in who they hire.
 
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