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Work Hard, Have Fun, Make History

Jeff Bezos and Steve Jobs have similar insights when it comes to hiring the best. This is equally relevant when one is building a school. Hire the best teachers possible, if you want a high-performing school.

Three Questions When Making a Hiring Decision

From the 1998 Amazon Shareholder Letter: It would be impossible to produce results in an environment as dynamic as the Internet without extraordinary people. Working to create a little bit of history isn't supposed to be easy, and, well, we're finding that things are as they're supposed to be! We now have a team of 2,100 smart, hard-working, passionate folks who put customers first. Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon.com's success. During our hiring meetings, we ask people to consider three questions before making a decision: - Will you admire this person? If you think about the people you've admired in your life, they are probably people you've been able to learn from or take an example from. For myself, I've always tried hard to work only with people I admire, and I encourage folks here to be just as demanding. Life is definitely too short to do otherwise. - Will this person raise the average level of effectiveness of the group they're entering? We want to fight entropy. The bar has to continuously go up. I ask people to visualize the company 5 years from now. At that point, each of us should look around and say, The standards are so high now -- boy, I'm glad I got in when I did! - Along what dimension might this person be a superstar? Many people have unique skills, interests, and perspectives that enrich the work environment for all of us. It's often something that’s not even related to their jobs.

Steve Jobs on Hiring Truly Gifted People

> In Software, and it used to be the case in Hardware, the difference between the average and the best is 50 to 1, maybe 100 to one.... > > I've built a lot of my success off finding these truly gifted people, and not settling for B and C players, but really going for the A players. And I found that when you get these A players together, when you go through this incredible work to find these A players, they really like working with each other becuase they've never had a chance to do that before. And they don't want to work with B and C players, and so it becomes self-policing, and they only want to hire more A players. And so you build up these pockets of A players and it propagates.

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