By Carrie Schwab-Pomerantz

President, Charles Schwab Foundation & Senior Vice President, Charles Schwab; Chairman of the Board, Schwab Charitable

Recently my team and I were out celebrating several of our work anniversaries.  For kicks we decided to calculate our collective tenure — and we were surprised to discover that among the 10 of us, we have over 120 years of experience at Schwab. Our ultimate reaction was tremendous pride. It was very clear that we all view this longevity as a testament to our dedication and strength — as individuals, but more importantly, as team members.

Of course teams like ours don’t just happen. Yes, we’re now a pretty well-oiled machine, but that’s taken a fair amount of work — including hiring the right people. Like most companies, we have a rigorous screening process that first identifies candidates with the requisite skills and experience. But then the more personal part of the process begins, where we get to know the candidates on a deeper level. Here’s what I’ve learned to look for:

• Chemistry: Whenever I interview a candidate, I’m thinking not only about the individual’s strengths, but also about how this individual will fit in with the rest of the team. Maybe it’s because I’m a collaborator by nature, but this is the first thing I look for. In a corporate environment, productivity requires teamwork. Teamwork, in turn, requires a selfless dedication to a common goal. Yes, individual skills are essential. But in my experience, all the talent in the world can fall flat without individuals who are interested in promoting the common good.  
• Diversity: Another key to a high-achieving team is diversity. By this I don’t  just mean the usual in terms of age, gender, and ethnicity (although that’s all important as well) — but diversity in terms of experience, skills and world view. If we’re going to succeed, we need to question our assumptions and entertain new ideas. I welcome a new team member who will expand our horizons and push us to think bigger. To achieve this, you have to be willing to consider candidates who might not have the “perfect” resume for the job. For example, some of my best hires have had little experience in corporate foundation work or financial services. But they were quick learners, sharp communicators, and very strategic thinkers. Because they came from different backgrounds, they brought fresh ideas and new solutions to our work.
• Positive attitude: I steer clear of negativity. This doesn’t mean that I’m looking for “yes” people (I’m definitely not), but I want every one of us to be open to what “might be,” not so preoccupied by what might go wrong that they’re afraid to try something new. I avoid people whose first instinct is to say no without considering the possibilities. And I’ve learned over the years that just one negative person can undermine an entire team.  
• Innovation and drive: Schwab was built on innovation and retains an entrepreneurial spirit. Internally we talk a lot about serving the “driven” — people who, regardless of their circumstance, want to be responsible for and take charge of their own futures. And it’s something I also look for in my employees. We take pride in being self-motivated, facing challenges head-on, and continually seeking to learn and grow; a prospective team member must do the same.
• Maturity: Finally, I look for team members who are emotionally mature. We all work hard and are not willing to waste our energy on needless drama.

All of these qualities are largely subjective. There’s no test that can accurately measure or predict an entrepreneurial spirit or a desire to collaborate. As a result, I like to meet a candidate in a comfortable setting — perhaps at a coffee shop — where they will feel at ease to reveal their personality. I try to choose a time when I’m not rushed, so that we can allow the conversation to flow naturally. I also think it’s important to present “what-ifs” to explore how the candidate might weigh priorities and make decisions. And I probe deeply with references and colleagues who have worked closely with the candidate. Yes, it’s a lot of work. But the investment is more than worth it in order to get the right fit both for the new employee and for our team. I recently read a quote from Steph Curry, star of the Golden State Warriors.   Curry said about his coach, Steve Kerr: “He has just brought a flow and a chemistry and a joyness about the game and how we were going to play to win." At Schwab Community Services our court is different, but we also play to win.  And like Steve Kerr, I look for players with the right chemistry and mindset who will work together to make that happen.