Leah Busque Quotes

We all prospect, and don't even know we're doing it. When you start the dating process, you are actually prospecting for the person you want to marry. When you're interviewing employees, you are prospecting for someone who will best fit your needs.

Think about the way most companies currently hire. You post a job and then get blind resumes in response. This should be a social experience.

I just want to work with the best people I can get my hands on.

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

I see many founders waste too much time trying to work their networks and/or ultimately settle for mediocre but available candidates. You will definitely have to interview hard for cultural fit, but the best talent isn't cheap.

Another reform, involves new screening tests for all applicants that include, and this is so important, especially if you get the right people. And we will get the right people.

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

Usually, you hire people that you think are wonderful.

Most of the best hires that I've made in my entire life have never done that thing before.

Recruiting is hard. It's just finding the needles in the haystack. You can't know enough in a one-hour interview. So, in the end, it's ultimately based on your gut. How do I feel about this person? What are they like when they're challenged? I ask everybody that: 'Why are you here?' The answers themselves are not what you're looking for. It's the meta-data.

Make hiring a top priority.

The right personality with a weak resume can be filled in. That's the employee who will become great.

Finding the one right candidate in a group is hard, and companies don't have much time to figure out exactly which questions can help them tell similar-seeming candidates apart.

My job is to get the very best people we can.

Increase your company's average talent with each hire - founders tend to be pretty smart but willing to take on risk. Employees should be a lot smarter and less risk averse.

I'm not the interview-giving kind.

I don't like to do a lot of interviews.

Building a great team is the lifeblood of any startup, and finding great talent is one of the hardest and costliest tasks any CEO will ever face.

What a casting director does is they're a connector.

Recruiting is not an exact science.

Sometimes I claim I write because I put in an application at Sears and they've never called back.

AirBnB spent 5 months interviewing their first employee, before they hired someone and in their first year, they only hired 2 people.

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

The second part of how to hire: try not to.

I always have an idea before we even start the movie because if you hire the wrong person, within a couple of days you're going to know that and you're going to be really panicked.