Pamela Meyer Quotes

Don't hire for the sake of hiring. Hire because there is no other way to do what you want to do.

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?

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.

Time spent on any item of the agenda will be in inverse proportion to the sum involved.

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

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 am kind of being a little selective in what I do, so it takes a little bit longer, but it's worth it in the end.

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!

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

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

One thing that founders always underestimate is how hard it is to recruit.

But we made a decision based on the fact that we have been up there a long time and that we feel that the seniority is important to the people of Louisiana.

The single biggest lesson I learned was when a hire isn't working out fire them fast. My biggest mistakes, and where I've seen the worst results, were when I gave someone too many chances, or let a situation drift on for too long because I couldn't bring myself to terminate it.

A lot of what I do is running businesses rather than buying stocks. My worst decision is probably when I know I have the wrong chief executive running the business, and I keep on waiting to make the difficult decision of replacing him.

We had a very exhaustive, extensive search for the guy that is going lead our football team over the next few years. We spent about two months in an in-depth interview process, and Bret came out with flying colors. We are absolutely thrilled that he is our head coach.

The Law of Triviality... briefly stated, it means that the time spent on any item of the agenda will be in inverse proportion to the sum involved.

My feeling is unless they've somebody lined up and they are convinced he is going to be better than Brian, I think their decision has been made in haste.

But once the person is selected, at that point that person is independent.

Part of executive functions is the ability to look to a goal deadline and assess where an organization is in meeting it.

Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?

It's much better to have a good agreement than a quick agreement.

We must strike a balance between speed and thoroughness, between the need for time frames and the avoidance of mistakes which will later cost us dearly.

I made a cold calculation that I wasn’t going to waste time on a futile struggle.

Countries are very reluctant to impose short term pain for long term gain.