Rush Limbaugh Quotes

At the beginning, you should only hire when you have a desperate need to.

Steve Jobs has a saying that A players hire A players; B players hire C players; and C players hire D players. It doesn't take long to get to Z players. This trickle-down effect causes bozo explosions in companies.

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.

Good people hire people better than themselves. So A players hire A+ players. But others hire below their skills to make themselves look good. So B players hire C players. C players hire D players, etc.

If each of us hires people who are smaller than we are, we shall become a company of dwarfs. But if each of us hires people who are bigger than we are, we shall become a company of giants.

Stay externally focused - on your customers - and focus internally when you have to hire.

First-rate people hire first-rate people; second-rate people hire third-rate people.

I do not support raising the minimum wage, and the reason is as follows: When the minimum wage is raised, workers are priced out of the market.

Wages tend to an equality in the same neighborhood and the same occupation.

Successful companies hire people.

The most important thing is that you hire people who complement you and are better than you in specific areas. Good people hire people better than themselves. So A players hire A+ players.

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.

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.

There are very few black-and-white truths in management or in business, but one that I have found is that people either hire people who are smarter than them, or people hire people they can control.

When you hire in business, you don't worry about marquee value.

Businesses want to be in places where there is a deep talent pool.

In the early days, I didn't have the money to pay decent salaries, so I didn't get good people. I got nice people, but I didn't get good employees.

AirBnB spent 5 months interviewing their first employee, before they hired someone and in their first year, they only hired 2 people.

You want to think about what is the path for my first 10 or 15 employees going to be as the company grows.

Be really picky with your hiring, and hire the absolute best people you possibly can. People are the most important component of almost every business, and attracting the best talent possible is going to make a huge difference.

The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.

What characteristics do I look for when hiring somebody? That's one of the questions I ask when interviewing. I want to know what kind of people they would hire.

When hiring, mix Harvard Nerds with Chicago Improvisers and stir.

When someone is made the head of an office in the Ogilvy & Mather chain, I send him a Matrioshka doll from Gorky. If he has the curiosity to open it, and keep opening it until he comes to the inside of the smallest doll, he finds this message: If each of us hires people who are smaller than we are, we shall become a company of dwarfs. But if each of us hires people who are bigger than we are, we shall become a company of giants.

The key thing that I find that when you're kind of in boom times and you're hiring bunches, if you can hire, you know, always maintain very high standards and even if you, you know, can't find enough of, you know, what is typically called A players, then don't hire the people. All right? So, you know, use that as a way of standards.