Reid Hoffman Quotes

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

If you have a choice between qualifications and personal qualities when it comes to hiring people, go with personal qualities. You can teach them the job.

If you don't hire at least one or two people that are smarter than you are, then you're a terrible manager and I don't need you.

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.

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.

I think the most important thing is just if you hire people whose personal values match the corporate core values - and not just the stated ones.

Always hire people who are better than you. Hiring dummies is shortsighted. You can't move up the ladder until everyone is comfortable with your replacement.

The key for us, number one, has always been hiring very smart people.

We hired extremely slowly at the beginning. It took us a year to get to four people. It's hard to hire as a very small company, and we wanted to make sure we found people who cared a lot about what Stripe was doing.

Often, what I tell a new CEO asking for advice, or one of my own new leaders, is the two most important decisions that your team is going to watch is the first person you hire and the first person you promote - because you are saying that's the type of person I want.

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.

Although most executives pay lip service to the idea of hiring for cultural fit, few have the courage or discipline to make it the primary criteria for bringing someone into the company.

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

Ferrari always tries to get the best possible drivers, and my fellow team members have always been highly promising people.

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

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.

If I'm going to coach the players, I want some say on who they're going to be.

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

A company should limit its growth based on its ability to attract enough of the right people.

People are not your most important asset....the right people are.

I’d rather interview 50 people and not hire anyone than hire the wrong person.

Usually, you hire people that you think are wonderful.

We get the best people we can get and it turns out a lot of them are women. I've said this before If you hire people solely on their merit you wind up hiring a lot of women. I wonder how many other shows even come close to our numbers.

The best source by far for hiring is people that you already know and people that other employees in the company already know.