What's Your Extra?
What is “extra”-ordinary about you?
It’s a question I often ask during interviews because everyone applying knows the job. They have got experience, results and fluency with tools. They can all do the role.
But I am not hiring just for the role. I am hiring for someone who can do it better than the rest – someone who brings an “extra” to the ordinary.
I believe a team is only as strong as its weakest link. So i’m obsessed with raising the average with every hire.
My last three hires brought that extra:
Kartik brings a consultative sales style that surfaces real gaps, and then solves them with precision.
Rushil disarms clients quickly and uncovers pain points with blunt honesty.
Vishal handles objections through facts and product demonstrations, not just words, making the prospect feel confident with the solution. He also turned out to be the most successful networker at our recent Dubai event.
The next three joining the team? All full of extras:
Amr connects instantly, with curiosity and energy.
Bezzi secures commitments without feeling pushy – a rare skill.
Aleshiwi shows up not as a vendor, but as a trusted partner. His role play was impressive.
And the team they’re joining? Still here because they bring their own "extras:
Akanksha builds deep relationships by simply becoming your friend. It’s why she’s one of the top-performing managers in the company.
Ajay can find common ground with anyone, turning strangers into familiar faces in minutes.
After interviewing dozens across regions and cultures, one pattern is clear:
The difference between ordinary and extra-ordinary isn’t always loud or obvious. But it shows up in how they work, think, and carry themselves.
Here is what I have seen the best consistently do:
They do volume – They show up. Every day. They put in the reps, especially when no one is watching.
They keep learning – To them, each client is a new puzzle, and solving it is fun.
They act like owners – They take responsibility. They notice the small things. They deliver.
They value freedom – They don’t want to be micromanaged. They want the space to operate, and when you give them that, they delivery more than you asked for.
They self correct quickly – They don’t wait for feedback to course-correct. They reflect, adapt, and improve fast.
As a leader, I take full responsibility for the people I hire and the results they bring. If results aren’t coming, or if churn is high, that means two things:
I am not hiring well
They don’t want to work with me
I am lucky that my super power is people. It makes me uniquely qualified to spot extra-ordinary talent, and help them get more out of themselves than they thought was possible. When I find someone exceptional, I light up, because I know they will raise the game for everyone, including me!
Ordinary is easy to find.
Extra-ordinary takes pattern recognition.
And once you spot the “extra” looks like, you never settle for just the job description again.
So I’ll leave you with the same question I ask every candidate:
What’s your extra?
👋 I’m Harsh. I build with people I like and collect useful ideas to win at business and life.
Here’s where I spend most of my time:
iDeals Virtual Data Rooms – helping IB, PE & Corp Dev close deals faster
M&A Community – where dealmakers connect, learn and grow
Happy Ratio – loaded wraps that make healthy eating delicious
Marcellus Investment Managers – compounding wealth to create financial independence
Harsh Batra (Connect with me on LinkedIn)