Rogue Recruitment
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Getting rejected doesn’t mean you’re not talented.
It means that role wasn’t the right match.
Don’t let a “no” convince you you’re not good enough. Your career is bigger than any single job posting.
Build an accountability circle that tells you the truth.
In this Go Rogue clip, Nathan shares how surrounding yourself with like-minded, committed people who will challenge your ideas is the unlock. It’s abundance in practice: we win together when peers can say “that idea is terrible” because the mission matters more than ego. Robin echoes the need to get out of safe bubbles, and Brad frames the leader’s job: cast vision, resource the team, model the standard, and invite pushback.
Action items:
>> Form a 5–7 person council: cross-functional, values-aligned. Set rules: candor, confidentiality, mission first.
>> Schedule monthly think time together: bring top problems, pitch ideas, assign a red-team to challenge, pick one experiment.
>> Create a “permission to challenge” script: open meetings with “If I’m wrong, say it. Tell me why.”
>> Use the spaghetti test: define success criteria, run a two-week experiment, review data, keep or kill.
>> Clarify your role: you aim the vision and remove blockers; the circle brings evidence and alternatives.
>> Write decisions down: owner, next step, due date. Revisit results at the next session.
🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz
📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF
Spot talent fast with “employee baseball cards.” In this clip, Nathan Henson explains how his team builds simple profiles for every employee, then flips through that deck when opportunities pop. The result is quicker internal mobility, better fit, and people who feel seen.
🎙️ Listen to the Go Rogue Podcast:
Apple Podcasts: https://ow.ly/es1P50VxxtI
Spotify: https://ow.ly/MBCg50VxxtE
Amazon Music: https://ow.ly/3rk850Vxxtz
📺 Follow Us on YouTube:
YouTube: https://ow.ly/T7JY50VxxtA
🌐 Visit our website: https://ow.ly/A2o850VxxtG
✉️ Subscribe to our newsletter: https://ow.ly/kas250VxxtF
A bad hire doesn’t just cost salary.
It costs morale.
It costs time.
It costs your best people, who end up picking up the slack until they burn out.
At growth stage, one wrong hire can set an entire team back months.
That’s why we push our clients to slow down enough to get it right the first time, without dragging their process into oblivion.
When a role stays open too long, the easy excuse is “there aren’t enough good candidates.”
But 9 times out of 10, the real issue isn’t the pipeline, it’s the process.
>> Unclear role definition
>> Too many interview rounds
>> Slow feedback loops
>> Hiring managers not aligned
Before you throw more money at sourcing, fix the leaks in your system. Otherwise, you’re just pouring water into a bucket full of holes.
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1207 S. Lewis Avenue
Tulsa, OK
74104
