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.
We just want to have great people working for us.
Talent is our No.1 operating priority and our most important asset.
Managers live and die by their recruitment.
Nobody would be left to round out the workforce and execute the business plan.
At the beginning, you should only hire when you have a desperate need to.
We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.
No duty the Executive had to perform was so trying as to put the right man in the right place.
All our businesses comprise of the BEST people money can buy. My policy is hire the best and pay them well
Certainly, we continue to bring in new people. We'll hire, net new, over 4,000 people this year, and attract great people into the company. I'm very bullish about the employee base and what it can accomplish.
If we get the right people in the right job we've won the game.
In the long run, no matter how good or successful you are or how clever or crafty, your business and its future are in the hands of the people you hire.
I have a team of cleaners, in case one is off sick or goes on holiday.
Of all the decisions an executive makes, none is as important as the decisions about people, because they determine the performance capacity of the organization.
We don't have as many managers as we should, but we would rather have too few than too many.
Get the right people. Then no matter what all else you might do wrong after that, the people will save you. That's what management is all about.
It's no wonder that new ventures such as The Daily look first to Gawker Media when staffing up. We should not wait for a poaching expedition to pay someone what they deserve. I apologize if that has been the case and will do better in 2012.
Every coach desires to bring in his own support staff.
We have to use our great people.
It's all about who your team is and who your people are.
Become better at firing than hiring - it's crucial for building a business.
Don't hire for the sake of hiring. Hire because there is no other way to do what you want to do.
Watch the growth of middle level management. Don't automatically fill vacant jobs. Leave some positions unfilled for 6-8 months to see what happens. You will find you won't need to fill some of them.
Those who build great companies understand that the ultimate throttle on growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others: the ability to get and keep enough of the right people.
