Gladly, I would use the following as simple KPI's:
- quicker accumulation of new indications (if there is no change in pace, then why hire him)
- his exposure in NR's and company activities (I expect him to be present / commenting NR's and providing interviews; not only James)
- as done by key hirings, provide a short interview / clip / statement on what he wants to change at Recce to make it better. (If nothing changes, why hire him). Not just disappear within the company and hide behind James.
- new business / research ties for the company due to his past employment / business contacts
For me he is in his "probation period", so lets see if he's worth it. Then I will gladly "grant him some slack".
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