The Worst Time to Rush a Hire Is When You Need One Most

Desperation is a terrible hiring manager.

with Milan Veverka & Ged Roberts

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“Given where the company is, we don’t really have the luxury of a full hiring process.”

A CEO said that to me while hiring a CTO. His company was already in a difficult spot, and this was the person meant to pull them out of it.

It stopped me cold.

You cannot afford not to do it. Get this hire wrong, and it might be the end of the company.

The point of the process isn’t finding great people. It’s avoiding the wrong ones. An empty chair beats the wrong person in the chair, and it sounds controversial until you’ve watched a mishire play out.

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The objection is always time, and it’s a misunderstanding. The process is a funnel: very little time with most candidates, a lot with one at the end, after you’ve already chosen them.

A mishire is the most expensive thing that happens to a company. The salary is the small part. It’s the months before you realize, the team disruption, the confidence lost when another leader turns out to be the wrong fit, and everything you weren’t doing while you were fixing it.

So, no excuses. The hiring process is not a luxury.

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Tags:

hiring, leadership, team development

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Key takeaways:

The purpose of a good hiring process is to avoid mis-hires
An avoided mis-hire is as valuable as a successful hire
The final-stage interview exists to defeat confirmation bias
AI makes reference checks and structured final interviews more important, not less
If the process drives candidates away, that’s a feature

Resources Mentioned

Foolproof Hiring