Harry Triguboff Quotes

It's a good thing to remember that hiring will get easier as you scale - but you should also never drop your standards.

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

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

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.

It's getting the right person that's the challenge.

Just put the best person into the job.

If the team needs me to recruit somebody, I'll be here. I'll be doing that.

If people can spot talent rather than the talent having to come to us, then I think you might find that the quality of stuff goes up.

Selection of crews is always been somewhat of a mystery.

A leader's most important decisions are about people. Who do you put in which jobs? How long do you leave them in a job?

You're only as good as the people you hire.

The choice of personnel, perhaps the most important choice (because 'people are policy'), never proceeds according to plan, but there have been some successful transitions that upheld high standards.

Few great men would have got past personnel.

Sure, it's fun to chat with people with interesting backgrounds who seem to have a passion for your company. But a job interview is not a friendly chat. You need to determine whether candidates, can they really do the job. So ask them to prove it.

Tell me who you want to see on the Left, and I'll hire them. If you give me a big name that's out there, that's floating around and wants work, I'd be happy to hire them.

You'll have to hire people to expand your business. But it's a good discipline to really question if you need each and every hire.

I'm really good at hiring good people.

Successful companies hire people.

No matter how you hire, ensuring the systems are in place to manage the process will be critical in allowing you to find the right people to carry the standards you set. Don't neglect that duty!

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.

Accountability is a two way street. We can't just make it easier for us to fire people; we must make it easier for us to hire people. It takes VA an average of 240 days to complete the hiring process for executives joining VA from outside government. We are losing talented people because it simply takes too long.

Clubs need to take more ownership on how they recruit managers.

We don't get offered roles because of who we are but because of what we delivered in the past.

Managers live and die by their recruitment.

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