The speaker argues for slowing down hiring and using a structured 90-day onboarding period, broken into three 30-day evaluation 'dates.' They recommend rigorous vetting during interview/onboarding and treating the offer and early months as probationary stepping stones where the new hire must progressively earn a permanent spot.
Make sure you're clear on who you're going to surround yourself with. Make sure your onboarding interview process really does as good a job as you possibly can before you spend time with somebody, identifying if they even are those things. And then do that 30 days at a time where you legit earn your spot on the roster. When you're 90 days in and you're buying 30 days at a time where you're getting better, you're getting better, and we're just getting closer to marriage. We're dating for 90 days, essentially 30 days at a time. And when we give you the offer letter, that's just asking you on the first date, which is 30 days, then it's a second date, it's 30 days, the third date, and then we get married at the end of it.
