Codie Sanchez breaks down hiring A players: start with a clear role profile, then prioritize candidates with a proven track record of winning in that specific function. Steal talent from competitors rather than train novices. A players operate as independent centers of gravity, not typical employees.
Chapters
How do you hire the right person to run that business? First, most important thing, do you actually know what good looks like in your business? We use a profile for every single employee that we hire. The first thing is high performers, the best indicator of future behavior is past behavior. If they have won in the past, won in athletics, won in sales, they were the top somewhere else, their likelihood of succeeding in the future is a lot higher. If you catch somebody who doesn't have a history of winning but whining, your likelihood for getting a top performer is really low. The last, most important part of things, do they have a history at winning at the thing that you already want? How often do we hire We hire somebody and we say, we think they'll be great at this thing they've never done before. Why would you go and spend your hours and time training them when you can go to your competitors and steal their best players? So one of the best things that you can do, open up your competitor set to try to find everybody in your wheelhouse that could be a competitor for you and only target people that you can input into your business day one and they can hit the ground running. An operator is not an employee. An operator should be an independent center of gravity and so should an A-player.
