Jeff Bezos Quotes

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!

Finding the one right candidate in a group is hard, and companies don't have much time to figure out exactly which questions can help them tell similar-seeming candidates apart.

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

Usually, you hire people that you think are wonderful.

Actually, there is no more important task for a leader than to pick people. To make sure you have the very best people working for you.

It's not a very high failure rate if you choose people that you really like the sound of.

Sure, it's fun to chat with people with interesting backgrounds who seem to have a passion for your company. But a job interview is not a friendly chat. You need to determine whether candidates, can they really do the job. So ask them to prove it.

I just want to work with the best people I can get my hands on.

Whenever you can get a competitive, first-grade person to join your team, you never know what happens.

A personnel guy always wants to get his pick right. We live that every year. We want to make sure the pick is right.

I always have an idea before we even start the movie because if you hire the wrong person, within a couple of days you're going to know that and you're going to be really panicked.

I try to hire people who will challenge and have the humility to be challenged - people who have basically good values.

Another reform, involves new screening tests for all applicants that include, and this is so important, especially if you get the right people. And we will get the right people.

One of the great things about building a tech company is the amazing people that you can hire.

To get the very best people- they have a lot of great options, and so it can easily take a year to recruit someone.

When we hire someone, even if they are going to be in marketing, I will have them talk to the design folks and the engineers.

When hiring key employees, there are only two qualities to look for: judgement and taste. Almost everything else can be bought by the yard.

Recruiting is hard. It's just finding the needles in the haystack. You can't know enough in a one-hour interview. So, in the end, it's ultimately based on your gut. How do I feel about this person? What are they like when they're challenged? I ask everybody that: 'Why are you here?' The answers themselves are not what you're looking for. It's the meta-data.

When you are ready to make your first hires, look for people who understand your passion, want to add to your ideas and can envision ways to make improvements.

I don't think any decent human being enjoys recruiting.

Talented performers flock to the best and brightest leaders, and these leaders in turn lift the lids off their people and uncork the latent talent inside of them.

Hiring great people is almost the most important thing you can do as a leader because they enable you to scale, and they create better leverage for you and your time.

I have to manage and protect my brand. For the details I can always hire people who can knuckle down much better. For that I need people who are different to myself. People who compensate for my weaknesses.

Part of the talent of any company is to surround yourself with people who have good spirit and help you do more and more things.

It occurred to me that building a company was the best way to align a group of people towards building something great. And its really... it's a good organizational structure where you can really reward people. If they're building something that's good, you can you work with partners and reward them if the product that you're developing work well. It's a good way to get the best people involved to build something very good.