How to write a job description

Chess.com needs a new CEO

Most job descriptions are dull and boring. Just like most of anything produced at big companies. Anything creative or different is not going to get through the gatekeepers guard the reputation of an organization.

It is one of the advantages of small organizations with founders in charge: There is no one to stop them from taking risks and being the “tall poppy”.

Duplicating Zappos’ free friendly customer service attitude (i.e., expensive) and free returns would be a failing proposition for most companies. The measurable ROI on that spend is very likely to be negative. But Zappos gets millions (hundreds of millions?) of dollars in free publicity for being the company with the best customer service (and used every time an example is needed). Zappos gets that credit not just because they are great at customer service, but because they chose early to be different from everyone else in customer service.

Which bring me back to the March 31st job posting for a new CEO of Chess.com.

Clearly this did not go through a committee.

Chess.com has posted an open application for the CEO position. It is open to anyone who might be interested in leading the world’s largest chess community. Applicants must be rated at least 1600 in online chess, have 10+ years of management experience in tech or gaming, and not have an MBA from Harvard. 

Some of the questions on the application:

It went at least a little bit viral. People were talking about it.

It was perfect.

Unfortunately it was not real. It was an early April Fools joke. And as great as it was as a joke, it is just a little bit disappointing that there was not an organization taht actually did this for a real, important, job they wanted filled.

But maybe it will help inspire some future organization that wants to break through the noise and recruit someone who is willing to take a few more chances.

We can only dream.

Keep it simple,

Edward