Steve Jobs Quotes

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.

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.

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

I like hiring people based on a feeling - this person gets it - rather than what they've done in the past.

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

Usually, you hire people that you think are wonderful.

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.

Generally the reason they fail in the job is, you made some mistake in the hiring process in that you didn't match... them to the needs of your company accurately enough. That's the #1 reason this fails. And that's generally a good place to start: Here's where we are and here's what I didn't recognize about us and about you when I made the decision, and now it is what it is.

One thing that founders always underestimate is how hard it is to recruit.

To me, no one has fully cracked the code on social recruiting yet.

I see many founders waste too much time trying to work their networks and/or ultimately settle for mediocre but available candidates. You will definitely have to interview hard for cultural fit, but the best talent isn't cheap.

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!

Employers, like most people, tend to trust their intuitions. But when employers decide whom to hire, they trust those intuitions far more than they should.

The key to being a good manager or a good entrepreneur is to pick the right people. Pick the right people, and they'll make you look good.

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.

Recruiting is tough because you have to stay in the battle. You've got so many guys that are going after a certain amount of kids.

Our hiring is almost completely built around just going through someone's life story, and we look for moments when they had to make important decisions, and we go deep on those.

As founder of Eventbrite, I've interviewed almost every single person we've hired.

I know when people are with me or not. It's an instinct.

The Cantor reputation is one we get from clients and those we hire.

An interview is about mutual selection.

As an entrepreneur, the latitude of failure and of success is directly correlated to people. I am growing more and more attentive to my first instincts, even if I can't justify them, as they apply to people.

I cast very much from the gut, and I think I was very lucky to be able to get... many amazing international... people that I had always really wanted to work with.

Once you have confidence in your instincts, you must never allow other people's refusal to believe, or their data to refute, what you instinctively know is true.

HR should be every company's killer app. What could possibly be more important than who gets hired?