In this episode of How I Hire, Andy Mowat speaks with Robin Daniels, Chief Business Officer at Zensai, about his framework for building high-performing go-to-market teams. Drawing from his tenure as CMO at Matterport, WeWork, and leading Talent Solutions marketing at LinkedIn, plus his formative years at Salesforce and Box, Robin shares his three non-negotiable hiring attributes, why CMO hiring fails without archetype clarity, and how open-ended storytelling questions reveal candidate potential better than structured interviews. His insights reveal how elite talent networks compound across companies and why communication mastery separates effective leaders from domain experts. Topics discussed: - The three non-negotiable attributes Robin tests at all levels: grit (proven resilience through market crashes or setbacks), aptitude (curiosity to solve ambiguous problems without clear answers), and passion (energy that transfers to teams as a force multiplier), and why these override credentials in scale-up environments. - Why most CMO hires fail within nine months due to role clarity gaps between the two distinct archetypes: product marketing background (for competitive positioning and story problems) versus demand gen/revenue marketing background (for conversion and pipeline issues). - Robin’s signature interview question ”Tell me about the most epic thing you ever did” and how 10-15 minute responses reveal level of thinking, team attribution (”we” versus ”me”), self-awareness about failures, and ambition calibration. How one HP candidate’s white paper story immediately signaled misaligned performance bars. - The career compounding effect of high talent density nodes like Salesforce and Box. How Robin has hired the same core team members (Indy Send four times, Nicole Rogers three times) across multiple companies, and why every role adds a handful of inner circle relationships that become your long-term network. - Why Robin invested in Stanford acting courses to master attention-holding through body language, voice modulation, and presence rather than following rigid presentation frameworks. How top communicators like Aaron Levie and Marc Benioff succeed by leaning into authentic quirks versus corporate polish. - The ”input plus output equals outcome” success formula and why the only controllable variable is how you show up to every interaction, regardless of external circumstances like flight delays or difficult conversations. How this mindset helped Robin navigate being laid off in April 2006 right before his son was born. - How to modulate communication style across stakeholder functions because finance, engineering, sales, and customer-facing teams have fundamentally different worldviews. Why treating cross-functional partners identically guarantees friction in matrix environments and limits executive effectiveness. - Why checklist-style interviews fail at executive levels by treating senior hires like junior candidates. How executive interviews should be bidirectional conversations focused on vision alignment and cultural fit after technical validation happens earlier in the funnel with direct reports.