Fred Brooks Quotes

I'm always looking for new talent.

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.

Young designers don't grow on trees.

If the goal is to get the best artists, actors, and filmmakers in the world to create the best movies, Hollywood does a decent job. And I think no one would disagree with me that it also makes a ton of bad movies and employs a bunch of hacks.

Nowadays, of course, flesh peddlers and scouting services identify the best athletes when they are still in junior high. Prospects are not allowed to sneak up on us.

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.

I think there's an abundance of talent in America and there will never be not a lot of talent out there.

If you give people peanuts, you get monkeys. So if you want good people that are highly qualified, make the amount of money available for them to go out and do the job.

I think that if you ask what's made us successful, it's because we've been fortunate enough to identify, in a number of cases, great people early. Then we throw all the resources behind them and are aligned with them.

Casting directors I don't think are the best in Mexico at street casting. Whereas, I think, in New York and in L.A., that's more common; not so in Mexico. So it's up to you as a director in a lot of ways to go out and do that.

Sponsors and networks will really go all out and simply evaluate people on the basis of talent.

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

We focus on two things when hiring. First, find the best people you can in the world. And second, let them do their work. Just get out of their way.

NASA has never had a problem finding capable people to be astronauts. NASA's problem was, and still is, finding ways to cut the list of capable applicants down to a manageable length.

I've always said that if you can get the best people who are good at what they do, but more importantly are passionate about what they do, you'll succeed.

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

As a designer, design director or any creative person, you have to hire great people, support them and make them feel comfortable so they can contribute and give you their best.

Really in technology, it's about the people, getting the best people, retaining them, nurturing a creative environment and helping to find a way to innovate.

I'm not out for quotas. I'm out to attract the best young men and women of our nation.

My gift, if I have one, is choosing terrific talent and providing the atmosphere for them to do their best work.

Here in France, I've seen some very good young designers, but they don't have this ability to be good businessmen, too. I think America gives you this.

So you have to force yourself out of a comfort zone and really try to figure out what are the key ingredients, the key skill sets, the key perspectives that are necessary, and then figure out a way to attract the very best people to fill those particular roles.

New York is so full of the best unemployed actors on the planet.

So I have this ability, if I may say so, to spot talent.

I figured most of the best actors around 20 years old would all be at drama school, where they're tied up and contractually can't work, so I saw there must be a gap in the market for a young actor like me.