Patrick Collison on Twitter: "The extreme human temptation to compromise on hiring (and to fail to confront mistakes) is one of the main entropic forces conspiring to ensure that great companies rarely stay that way. https://t.co/xcPhJnQhgB"

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1. Spencer‏ @ThinSkinFatDude 29 Nov 2018
  Replying to @patrickc
  
  Hiring is THE SINGLE most important thing a leader can do to maintain or change a culture.
  
  20 likes
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1. Xavier ‏Verified account @xamat 29 Nov 2018
  Replying to @patrickc @vkhosla
  
  True. However, if you believe in the value of diverse teams, you probably don't want 10X of *anyone*.
  
  15 likes
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1. Kal Solanki‏ @KalTheCoder 29 Nov 2018
  Replying to @patrickc
  
  This is a perfect candidate fallacy. It matters but more important things are values and examples leaders bring to the organization and processes they set in motion.
  
  9 likes
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1. Adam Wright‏ @akw135 29 Nov 2018
  Replying to @patrickc
  
  Hiring is hard and despite our best efforts and seemingly constant HR failures... you can’t really know someone until you hire them.
  
  10 likes
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1. Jorge Gallego‏ @jorgallegor 3 Dec 2018
  Replying to @patrickc
  
  @andresbuitragof @WheresJuan @yohang22
  
  3 likes
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1. Matthew‏ @MatthewTelles 30 Nov 2018
  Replying to @patrickc
  
  .@apoorva_mehta then just do SOMETHING about it man. Please. I read stories about singles mom's water being turned off today. People are attacking one another for being moles or scabs. Ops are beginning publicly roasted. This isn't working. Bring us to the table.
  
  1 retweet 1 like
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1. 161phi‏ @161phi 29 Nov 2018
  Replying to @patrickc
  
  Most work only requires medium quality peeps, so don’t get much ROI on hiring the best
  
  4 likes
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1. Vita‏ @vitabenes 29 Nov 2018
  Replying to @patrickc
  
  Vita Retweeted Vita
  
  That heuristic is similar to no. 2 on this list from Dan Ariely (probably not accidental):https://twitter.com/vitabenes/status/1063109820683829248?s=21 …
  
  Vita added,
  
  Vita @vitabenes
  
  3 decision tips from Dan Ariely: 1) What would you advise a person like you to do? 2) Imagine it's not a single decision, but a decision for every other such situation in the future. 3) What if the stakes were 10x higher? Would you do the same thing?
  
  4 likes
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1. Harry Heymann‏ @harryh 29 Nov 2018
  Replying to @patrickc
  
  I'm not so sure if this is a cause so much as a symptom.
  
  4 likes
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1. Jonas Templestein‏ @jonas 30 Nov 2018
  Replying to @patrickc
  
  I’ve found confronting mistakes to be the key here. In highly leveraged roles a false negative hiring decision can be even more costly than a false positive one. In those cases I want to be able to take a chance on people I’m not sure about that _could_ be incredible
  
  2 likes
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1. Laura Nolan‏ @lauralifts 30 Nov 2018
  Replying to @patrickc @eoinbrazil
  
  Particularly true of executive hires IMO.
  
  2 likes
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1. ‏ @chris_byrne 30 Nov 2018
  Replying to @patrickc @eoinbrazil
  
  But also hugely rewarding when they grow & excel thanks to in-company University.
  
  2 likes
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1. Michael Stoppelman‏ @stopman 29 Nov 2018
  Replying to @patrickc
  
  If you have perfect precision hiring meaning you never fire anyone or very rarely; you’re not pushing the limits for who can be successful at your company. I always would push to increase recall and give candidates a chance to test the limits of our system.
  
  2 likes
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1. an‏ @van_essavan 29 Nov 2018
  Replying to @patrickc
  
  Ina Garten said to ask yourself if you would have them over for dinner. I wouldn't be able to afford them
  
  2 likes
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