The Five P’s for Finding the Perfect Job

Lee Michael Murphy:

So Jose, you have these five P’S, I want to go into detail. I think they’re valuable. Can you give the listeners what your five P’S are? And from what I understand, this is how to help you know if you’re in the right place. And if you’re in the right career. So a lot of us, we’re always questioning, are we in the right place? Did we choose a different or the wrong career path? Are we in the right place?  give us a little insight into that?

Jose’ Benitez Cong:

So for me, how I gauge whether I’m in the right place or not, is if I wake up in the morning, eager to get to work and solve problems. And if I agonize because I have to go to work and I feel as if I have a job instead of doing something incredible and unique. When I was at Apple I was able articulate into a framework. And these, I call it the five P’s for the perfect job. And they are in order of priorities to me, as I work with others, I tell them that the five, my five P’s I think they’re the right five P’s for me. But there might be, there might be other things that are also important for other  individuals. But the key is to think through, analyze it, put it into perspective with either what it is that you’re doing, or what it is that you want to do, and figure out a way to prioritize them. And for me, this is the order in terms of how I make decisions. First P is people. I don’t want to go work for a brand. I don’t want to go to work for a company. I want to go work with individuals, Tony Fidel, who was one of the co-founders of NES. He always told me the story of his ascension in his career, and he said to me. If you genuinely wanted to be better than you needed to go work for people that you respected, even better to go work for people that you idolize. And for him, he was obsessed with the Macintosh and ended up packing his bags and moving out of the Midwest to go work for a company called Gel.

This cool documentary about available magic right now that everyone should watch. And he did it because he wanted to go work for his heroes. And so for me, it was that I needed to go work with people that would make me better by teaching me things that I didn’t know. I also needed to go work with people who had a different mentality, that for them, it wasn’t about punching in and punching out of the clock. That it was a calling that it was a commitment that it was something that they were passionate about. And so first P was People.  The Second P is passion. So if I find an opportunity in which I’m enamored with the individuals and see the potential for me to learn a lot, I know the potential to be able to contribute hopefully and potentially teach them. It’s not enough; I need to know that there’s going to be a product, there’s going to be a purpose that is driving the passion of this individual that will connect with me and become my passion. Before going from Apple to NES. I never really thought about the thermostat. I never really thought about energy wastes, energy consumption and energy management. But once they realize the facts, once they recognize the problem, I started to agonize about why this was important for success, because we could solve important issues. And so that’s the second p that needs to be this passion. That needs to be a purpose. If you are going to connect with these amazing people. And do something meaningful. But again, people and passion or a great product or purpose that on that product is not enough. There needs to be an organized structure or an organized plan regarding how you make this vision a reality. And so you need to have a process in place. And this process either needs to be in place and needs to be proven. Or you need to have an understanding that there is a foundation where they’re bringing the right people that are going to collaborate to build this process. But whether the process is already there, or the process is being built, you have to have the confidence that we’re not just throwing spaghetti into the wall and seeing what sticks that needs to be an organized operational commitment into taking this energy taking this great knowledge of the individuals and the passion and put it in a manner in which you can produce. And you can, you can see the common sense in terms of how you do this. And so again, it’s people; it’s a passion, purpose, product. And then process. Those three things for me are minimal. I can have amazing individuals there idolize, who are passionate about saving baby seals. But if there’s not a process in place that I believe in, if there’s not a process in place that I see, that makes sense to save this baby seals, it is going to be a waste of our time, or at least my time and it’s just, it’s a no go for me. So I need to have those three things that are minimal. The four P is a path, of ourse is not just about where I’m going to be in terms of attending in my career because of what I do for a living, talent, and people. For me; it’s important to know that my contributions will position individuals In a place where when they look back, they’re going to hopefully realize their career, their lives in a much better position because of this decision that they took. And changing jobs is not something that we should take lightly. And so for me, I need to have a strong belief that the company the product that people have the opportunity to grow, the opportunity to participate in something is going to be much better greater then where they came from, where we came from.

And so the need to be these potential people. I think it’s easier to assess passion, you either have it or don’t for the product’s purpose. And so that’s easy to assess the process. It’s something that you can have a gut feel or confidence that someone already has the process in place. The path is a little bit more of an aspirational assessment. But I tell individuals that you have the right people who are passionate about the right process. And they’re committed to the right process; there is a good chance that the company is going to grow, there’s a good chance that there’s going to be opportunity created because of success. And so I have to believe that if those first three P’s are in place, the fourth P will have potential. Now my assessment becomes, how big of a potential? Are we talking about marginal impact? Or are we talking about Holy cow! right? We started in a garage. And at some point, we may be a public company, or we may be bought for $3.2 billion by one of the largest giants. Google might call in one day. Right? And so, you know, those four things are in there. The fifth one is its pay. The world, especially here in Silicon Valley, is not free; it’s expensive. The needs to be the need to be this financial outcome that hopefully rewards you for working hard in committing to helping an organization be successful. And I tell I tell people that in my career, I probably have helped over 10,000 people find their dream jobs, hopefully, or at least put them in a position where they can end up in their dream jobs. And I can probably count on one hand, how many perfect five pieces I saw, in terms of everything was there, check, check, check, check, check…….. so no brainer. And so well and not once, you know, what did that happen for me or has happened for me? And so we have to take a step back. And we have to have the understanding that we can assess the people; we can assess the product, passion, purpose, we can assess the process, we can assume there’s going to be a path. And if you have all of that in place, there’s most likely going to be a translation into a payout and an outcome. And if you’re talking about early-stage, joining an early-stage venture you know that you’ve probably are taking a step back getting a haircut in terms of your income against equity growth potential. And so you have the ability to survive, you know, early on with whatever salary reduction you experience. But you also have to have the confidence that if the first four P’s are in place, the fifth P will manifest itself later on. And so I always tell everyone that how much money I am going to make doesn’t necessarily play into my decision, because if I’m there I’m encouraged that it’s going to be there, maybe not upfront.

Still,  I’ll make a significant amount less than what I was making before. But with his progression of the company, hopefully, they’ll go through a fundraiser, and they’ll be able to judge my salary. Eventually, again, whether you become a public company, whether you get acquired by the likes of Google or the company is successful on its own, there will be some financial payout. I see today, especially working with with new grads. Everyone is so worried about pay, that they end up choosing the wrong job, doesn’t work for people that they don’t realize, are going to be the complete opposite of what environments they need in terms of support, they’re going to go work for products that they don’t necessarily care about. Right. And so it’s going to be about coming in and leaving, and not loving what you do not create that emotional connection that’s going to potentially be joining a company with great people and an amazing product, but no process in place and it’s going to be just this aspirational venture that is never going to go anywhere, even though you have amazing people and amazing idea. The valley is littered with failures of companies, and people that you know have potential, but they just didn’t know how to create that process. And so and so I’ve always advised people take to pay out of the equation. If you work with amazing people you can learn from, you will be better and more valuable. If you work on things that are going to be passionate to you that have a purpose, it is most likely going to impact the world. And you’re really going to devote yourself more to it, and therefore your career is going to grow. And this impact happens if people recognize it. Hopefully, that will increase your value. If you learn how to work with processes that are actually set in place to be successful and deliver, well, you become that much more valuable. And so even if at the beginning, you get a job with this large public company that doesn’t have an upside in terms of equity gain, you still shouldn’t make a decision based on pay alone or put pay as the first priority of the piece. Because everything else right before the fifth P may not be there. You haven’t learned how things should work. You’re better, not passionate about the things you do, and you have a higher salary than perhaps the average out there so that’s going to work against you in terms of getting a better opportunity to find your dream job. 


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Securities offered through Securities America, Inc., member FINRA ( /, a separate entity. Lee Michael Murphy is licensed with the California Department of Insurance, License  0H18660. Lee Michael Murphy is an Investment Advisor Representative with Securities America Advisors, a registered investment advisor

The Free Retiree,  Securities America Advisors, and Securities America Incorporated are separate entities. Career advisor Sergio Patterson, attorney Matt McElroy are not affiliated with Securities America Advisors or Securities America Incorporated.

Securities America Advisors, Securities America Incorporated,  and its representatives do not provide tax or legal advice; therefore, it is important to coordinate with your tax or legal advisor regarding your specific situation.

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The opinions of a career advisor, Sergio Patterson, do not reflect the options of Facebook, Inc. The opinions of attorney, Matt McElroy, do not reflect the opinions of Castaneda and Company.

About: Mary Amrafique