Inside Jaclyn Johnson’s Hiring Philosophy at Create & Cultivate
Jaclyn Johnson, founder and chief creative officer of Create & Cultivate, offers a unique glimpse into the qualities she values most when building her team. Since launching her signature platform for women entrepreneurs in 2015—and scaling it to host thousands at vibrant conferences—Johnson’s experience navigating the dynamic startup landscape has honed her hiring instincts.
Why Adaptability Tops Her List
“The best hires can move fast and think big,” Johnson explains, emphasizing the unpredictable nature of startups. One of her signature interview questions: “What’s a time that you put a fire out?” This query helps her uncover how candidates handle real-world crises and pivot when plans deviate.
“People who flex, adapt, and solve problems with grace are crucial,” she notes. Equally important is transparency—those who openly discuss mistakes and lessons learned demonstrate the humility and growth mindset that thrive in high-pressure environments.
The Biggest Interview Red Flag—and How to Avoid It
Conversely, Johnson flags candidates who come unprepared or unfamiliar with Create & Cultivate’s mission. “Not doing your homework is the biggest red flag,” she asserts. To probe this, she asks pointed questions about the company’s work—such as, “What do you like about our marketing efforts, and what could we improve?”
Thoughtful, informed feedback impresses her, revealing genuine engagement. Candidates clueless about the company’s ethos or goals risk being swiftly dismissed.
Building Culture Remotely: Energy Matters
Create & Cultivate’s lean team has grown modestly—from fewer than 10 staffers to about 15—operating remotely from cities like New York, Boston, Washington D.C., Nashville, and San Diego. Johnson highlights the importance of remote employees’ intangible contributions.
“The energy someone brings on Zoom — that connection online — is critical,” she says. “It’s about creating a culture that resonates, whether in person or across a screen.”
Expert Insights on Startup Hiring and Culture
Johnson’s approach reflects broader startup hiring best practices emphasizing agility, cultural fit, and conscientious preparation. Experts agree that remote work demands extra attention to communication style and emotional intelligence.
Professor Linda Roberts, an organizational psychologist, notes: “In virtual teams, subtle cues like tone and responsiveness become amplified. Hiring managers must evaluate not only skills but how candidates foster connection and trust.”
Furthermore, in an increasingly competitive job market, candidates who demonstrate deep research and thoughtful questions about their prospective employer often distinguish themselves.
What This Means for Job Seekers and Employers
- For candidates: Prep is non-negotiable. Learn the company’s mission, recent initiatives, and challenges to offer meaningful insights.
- Be candid about obstacles you’ve faced and how you resolved them—showing resilience is powerful.
- For employers: Focus on dynamic problem-solving skills and cultural energy, especially in remote teams.
- Ask scenario-based questions to reveal real-time adaptability.
Editor’s Note
Jaclyn Johnson’s hiring ethos underscores something vital in today’s workforce: success hinges not just on credentials but on authentic human connection and adaptability. In an era where remote work blurs traditional workplace boundaries, her emphasis on energy and preparedness resonates deeply. For job seekers aiming to stand out, the takeaway is clear—invest time to understand the company, reflect on your problem-solving stories, and bring your full, authentic self to every interaction. Employers, meanwhile, must refine their hiring lenses to discern these nuanced qualities that fuel startup innovation.
