Sam Altman Quotes

Vlad hated doing the paperwork as much as he did when a human employee quit, which was why they'd both made a promise not to eat quitters just to avoid the paperwork. As Tess had pointed out, eating the staff was bad for marale and made it so much harder to find new employees.

After 'Psychonauts,' we could have laid off half our team so that we'd have more money and time to sign 'Brutal Legend.' But doing so would have meant breaking up a team that had just learned how to work well together. And what message would that have sent to our employees? It would say that we're not loyal to them, and that we don't care.

Many founders hire just because it seems like a cool thing to do, and people always ask how many employees you have.

People actually aren't moving on from companies much more quickly than in the past, but there's a perception that they do, so companies are investing less in talent on the assumption that young employees won't stay long.

If you want to have the best employees, there really needs to be a vision and a mission. Talent looks for a mission. And if you have the best talent, that's the single biggest competitive advantage any company can have.

Our assets walk out of the door each evening. We have to make sure that they come back the next morning.

... if you talk to say any of the first 40 or 50 employees, they all feel like they were a part of the founding of the company.

Become better at firing than hiring - it's crucial for building a business.

You have to treat your employees like customers

A company's employees are its greatest asset and your people are your product

A well-run organization turns over 10% of their organizations, including senior leadership. I don't have the heart to do that.

Company culture is my number one priority. It's more important than the team, the product, the business model, or the investors. All of those things can be fixed and made better over time. But culture has to be established on Day 1.

When you start to prioritize hiring likable people within your organization, these likable people will attract other likable people.

Our employees chose SK on belief that they will be happier working here and that the company will make the society happier.

When you have turnover, somebody not work out, they'd leave, it really affects a young organization because you don't have your process down pat. You got people coming and going who are affecting your direction. It's just really hard to start from scratch and quickly put your direction in place and be able to stick to it.

Most of the time, when you need something at a company, you make it. If you want to sell a product, you create it. If you need a head of marketing, you hire one. If you want to create a great company culture, what do you do? The lack of a clear answer on this is why I believe most companies don't have a great culture.

One of the challenges of having exceptionally high quality talent is that they're constantly restless, and they're constantly on the lookout for opportunities.

We treat the management-to-workforce relationship as very important and will continue to invest in that relationship.

Onboarding starts with satisfying the most basic of Maslow's psychological needs: belonging. New hires shouldn't arrive to an empty cube and be forced to forage through corridors searching for a computer and the bare necessities of office life. A new hire isn't a surprise visitor from out of town. Plan for their arrival.

We recognize that our employees are instrumental to our success, which is why we look for the best and the brightest in the industry. We consider ourselves not only a technology company, but also a learning company.

We have to hire, retain, and develop the best staff.

Since the earliest days of Eventbrite, we've made our people core to our mission. Our culture is an ever-evolving manifestation of those on our team. As people join, we believe in earning their trust by demonstrating we'll embrace them and help them grow.

You have to connect with your market and your employees. First, understand that what your market says is fact and what you say is opinion. Then, take the time to create a good connection with your employees. Without those two key connections, your business will be stuck in mediocrity forever.

If your employees are not happy, nothing else at your company will go well.

No one gave me a recipe for how to create company culture. I wish I had had one.