Sam Altman Quotes

... how much time you should be spending on hiring? The answer is 0 or 25 percent.

To get the very best people- they have a lot of great options, and so it can easily take a year to recruit someone.

If you compromise in the first five, ten hires it might kill the company.

We hired extremely slowly at the beginning. It took us a year to get to four people. It's hard to hire as a very small company, and we wanted to make sure we found people who cared a lot about what Stripe was doing.

Later, you should learn to hire fast and scale up the company, but in the early days the goal should be not to hire. Not to hire.

One of the great things about building a tech company is the amazing people that you can hire.

If you don't hire at least one or two people that are smarter than you are, then you're a terrible manager and I don't need you.

Usually, you hire people that you think are wonderful.

The best source by far for hiring is people that you already know and people that other employees in the company already know.

Hiring great people is almost the most important thing you can do as a leader because they enable you to scale, and they create better leverage for you and your time.

Actually, there is no more important task for a leader than to pick people. To make sure you have the very best people working for you.

What characteristics do I look for when hiring somebody? That's one of the questions I ask when interviewing. I want to know what kind of people they would hire.

The key for us, number one, has always been hiring very smart people.

If you always hire people who are bigger than you are, we shall become a company of giants

No one could have brought in more personnel than we have to build a football team.

Recruiting talent is no different than any other challenge a startup faces. It's all about selling.

Time spent on hiring is time well spent.

I've always been really internally focused. I tend to focus on hiring - ensuring that every person we hire is both a really good fit and really good - and also that everything we put out to our users is very high-quality.

We are being super selective on who we bring in and really just trying to hire the very best.

I always make sure I hire people smarter than me.

Although most executives pay lip service to the idea of hiring for cultural fit, few have the courage or discipline to make it the primary criteria for bringing someone into the company.

A personnel guy always wants to get his pick right. We live that every year. We want to make sure the pick is right.

Above all else, look around to employ the best talent you possibly can.

Ferrari always tries to get the best possible drivers, and my fellow team members have always been highly promising people.

HR should be every company's killer app. What could possibly be more important than who gets hired?