Nick Denton Quotes

I know I often get a job because of how I look. I hope that I keep the job because of how I act.

I fire very little because I try to be very careful when I select people. If you know how to select, you don't fire often.

In the workplace, employees should be judged on their merit and hard work and not on aspects that are irrelevant to their performance.

The service leaders hire one out of 50 applicants, sometimes one out of 100, but they're very, very careful. You can't afford not to be extremely choosy when you hire.

The world judge of men by their ability in their profession, and we judge of ourselves by the same test: for it is on that on which our success in life depends.

I don't think anyone should pick a candidate for any office based solely on gender. That would be, I believe, a mistake.

Selecting the right person for the right job is the largest part of coaching.

I'm short and curvy, but I think people want to work with me for reasons other than what I look like.

In a way, I don't want to know what's being said in casting offices, because it can get pretty brutal, and I don't want to have to think about the reasons why I don't get one job or do get one job.

It's one thing to talk about lack of diversity and lack of representation. But that doesn't matter if you're not good at what you're supposed to be doing.

Employers, like most people, tend to trust their intuitions. But when employers decide whom to hire, they trust those intuitions far more than they should.

I always tell people that you should only hire people to be on your team if you would work for them.

We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.

Whenever you can get a competitive, first-grade person to join your team, you never know what happens.

I say you're only as good as the people you work for.

When there are hiring decisions and promotion decisions to be made, people are hungry for data.

The Cantor reputation is one we get from clients and those we hire.

You give me someone with the right personality, and I'll give you a bar manager in three weeks. You give me someone who has been a lousy bar manager for 30 years, and in three weeks, you'll still have a lousy bar manager.

If you have a choice between qualifications and personal qualities when it comes to hiring people, go with personal qualities. You can teach them the job.

It used to get my back up because people would only say 'he does well for his size' and it's like, forget the size, I do well because I do well.

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

An interview is about mutual selection.

Sometimes I might get in the door a little quicker than somebody else because of my last name. But if I'm not prepared, I'm not afforded the luxury of, 'Oh, he's a little green.' It's, 'He's not talented,' where the next guy can have a bad day.

I've had nights where it's very obvious that I'm the good guy, but I'm still booed, and you can kind of make a checklist about reasons why they're booing me, and one of the evident ones is because of my name and where I'm from.

Nobody talks about it. But everyone knows that if you signed at Michigan or UNLV, you were viewed one way. If you signed at Duke or Indiana, you were viewed another way.