Steve Jurvetson Quotes

Our philosophy is to attract top talent and incentivise them to succeed. We have some of the top talent in the entire industry.

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

Employees are a company's greatest asset - they're your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company's mission.

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.

Executives must place a priority on wellbeing if they want to attract the right people, keep their best people, and drive their company's financial performance.

Hire the best people, and trust what you hired them to do.

We just want to have great people working for us.

The best way to have your people be happy and satisfied is to earn the right to have them come back to work for you the next day, knowing that there are tons of other places.

I have the best agents in the world.

One of the challenges of having exceptionally high quality talent is that they're constantly restless, and they're constantly on the lookout for opportunities.

Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization.

Great talent stands in line to join your team because the culture becomes the stuff of legend.

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.

When you hire good people, and you provide good jobs and good wages and a career, good things are going to happen.

Hire passionate employees.

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.

Work/life benefits allow companies meaningful ways for responding to their employees' needs; they can be a powerful tool for transforming a workforce and driving a business' success.

I want a desirable place to work to attract and keep them here. So you try to create an environment for people to do their best work, and be generous on the benefit side.

I hadn't really worked in an office before Shutterstock, so I didn't have the experience of building a culture, nor did I understand how important that is for attracting and retaining the best talent.

About half the people at Valve have run their own companies, so they always have the option not just to take a job at another game company, but to go start their own company. The question you always have to answer is, 'How are we making these people more valuable than they would be elsewhere?'

If you don't let people flourish in their jobs, why are they going to stay?

How do you make your company a good place to work in general? That's a really, really, really large and complex set of skills. A lot of it is on-the-job training, combined with excellent mentorship.

If you hire good people, give them good jobs, and pay them good wages, generally something good is going to happen.

A lot of great people come to Facebook. In our business, we're about how do we help connect our companies to great people across all levels.

I've always been really internally focused. I tend to focus on hiring - ensuring that every person we hire is both a really good fit and really good - and also that everything we put out to our users is very high-quality.