Jeff Weiner Quotes

If you want to hire the best people, the best people are already doing pretty impressive things. They have their life plans, their picture for what they want to be doing. To figure out a way in which those trajectories align really takes time.

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

Yes, I've had some pretty good luck finding wonderful talent.

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.

Successful companies hire people.

We talk a lot in Silicon Valley about product pipelines and sales pipelines, but what about talent pipelines? It is, after all, talent - people - who give us products to sell.

I have a wealth of experience, but I do not want to coach. I rather like the role of recruiter.

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.

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

You have got to attract the brightest and the best, but the brightest and best won't stay unless they see real career options.

Today, the biggest bottleneck to the growth of a corporation is availability of good talent.

As a head-hunter I get a lot of satisfaction from seeing my candidates do well and therefore my clients happy. I want to work with clients more as a partner than simply a head-hunter.

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

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

There would not be enough talent that's educated, developed and ready to take on the next leadership challenge, and it would cap our growth. Now we've put programs in place not to have that happen, but that could be a weakness.

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

Having worked at four separate Wall Street firms, having seen a variety of talent at those places, and having competed against Goldman as a banker, one thing you have to be struck by is the power of their recruiting.

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!

I think I'm overrated as a recruiter.

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.

I'd like to build a superteam. I'd like the superteam to come to me.

Running businesses of all sizes and stages, I've seen the challenges companies face in trying to identify, attract, and retain talent.

I raised the standards on recruiting.

You go for the best talent available, wherever it is. You fish it out. That's how I've scouted all my career. Doesn't matter where it is - international, domestic, college, anywhere.