Will Muschamp Quotes

Selection of crews is always been somewhat of a mystery.

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

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

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

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

Recruiting is all about relationships, it's not really about the facilities or the schools involved.

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.

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.

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

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 the biggest thing was that when I was in college, I really concentrated on personnel. That was my strength, and I was, in essence, my own recruiting coordinator. And when I went to the pros, I did the same thing.

How do I find someone for a position I've never worked with - or worked under, even? I feel like I'm not qualified to make a lot of these decisions.

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

Rightly or wrongly, for better or worse, valuation is a very important tool for recruiting - particularly in the markets for software engineering, where the market is really tight.

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 think I've interviewed probably 1,500 people in my 24-year business career.

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

You're either not hiring at all or it's probably your single biggest block of time.

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.

The thing is that, often if you have time to research a role, sometimes it's hard to know exactly where to start.

The legwork is always hard. Really finding people that you think are good enough. Just the definition of what we have to do is finding good enough people that you really think are special.

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

I can remember loving to recruit. I knew I was going to do my best. But traveling and recruiting doesn't appeal to me any more. It's not as much fun as it used to be.

I'm always looking for new talent.

Time spent on hiring is time well spent.