We almost lost him.

27 August 2025

We were convinced he’d make a massive difference at MuleSoft.
Smart, driven, great energy — a future leader.

Then… silence.
He had other offers.
And we assumed he was going elsewhere.

In most of my previous companies, that would have been it.
We’d have let him go.

But not at MuleSoft.

We treated 𝗵𝗶𝗿𝗶𝗻𝗴 𝗹𝗶𝗸𝗲 𝗮 𝘀𝗮𝗹𝗲𝘀 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

So we did what good salespeople do:
– We re-grouped
– We re-engaged
– We learned what mattered to him
– And we sold him on the opportunity

We closed him.

He joined.
He smashed it.
Hit club.
Got promoted.
Then promoted again.

Today, he’s in a more senior role at Salesforce than the person who hired him.

When I joined MuleSoft, I was employee #8 in ANZ, and #350 globally.
Our CEO, Greg Schott, was reported as personally interviewing 𝗲𝘃𝗲𝗿𝘆 𝗻𝗲𝘄 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 - often conducting hundreds of interviews a year - because, as he said, ‘𝘁𝗵𝗲𝗿𝗲’𝘀 𝗻𝗼 𝗺𝗼𝗿𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗮𝘀𝗸.’

That mindset changed how I think about hiring forever.

It’s not admin.
It’s not HR’s job.
Greg appointed a Head of Talent reporting to him directly.

𝗜𝘁’𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. 𝗜𝘁’𝘀 𝘀𝗮𝗹𝗲𝘀. 𝗔𝗻𝗱 𝗶𝘁’𝘀 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯.