Recruitment Strategy Quotes

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.

If you're not hiring from some groups of the population, then you're obviously missing out.

You win with people, not with talent. So the quality of the people is very important in building your team. I always looked for people with a solid value system. Then I recruited kids from a cross-section of different personalities, talents and styles of play.

Most companies are very quick to hire and slow to fire, when really it should be the other way around.

Recognize the skills and traits you don't possess, and hire the people who have them.

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

Most great companies in tech have been built by personal referrals for the first...at least 100 employees and often many more.

Established citizens—doctors, lawyers, businessmen, teachers, etc. will be recruited initially as “Social Crusaders.”

Later, you should learn to hire fast and scale up the company, but in the early days the goal should be not to hire. Not to hire.

Recruiting is a core competency for any company. It should never be outsourced.

If you compromise in the first five, ten hires it might kill the company.

Don't waste your time trying to turn ducks into eagles. Hire people who already have the motivation and drive to be eagles and then just let them soar.

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

We win because we hire the smartest people. We improve our products based on feedback, until they're the best. We have retreats each year where we think about where the world is heading.

When I used to recruit in college, my sole job was to out-recruit what I had. And if I did that, I knew we would grow and be successful.

My view is that the signing of players should be a simple process. The chief scout identifies them, the manager decides who he wants, and the chief executive is dispatched to do the deal. It really is as simple as that.

I think proximity in recruiting matters the most.

There's a lot of different ways to be successful in college basketball. Most of it stems from talent and having the ability to recruit.

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.

When you hire someone, you are investing in them.

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

By creating useful job descriptions and making clear what qualifications should be expected, the Department aims to help improve schools' ability to recruit the right people.

Every company, regardless of size, is competing for the same pool of talent, which is why top recruiters can even command equity for finding key hires. Internships give startups a chance to hire the best and brightest from our universities at a fraction of the cost that these same minds will command when they receive their degrees.

Hire great people and give them freedom to be awesome.

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.