#2: Hire Slow Fire Fast Rule
Hire Slow Fire Fast Rule
🕰️ 1 min reading
Work eats a ton of time. Everything you do by your own hands should cost this time. One of the best options is to delegate, but I need a team to do that. You need those people who are in the same boat with you. But how to find them properly? And how long should you wait to let the person go? Answering these questions likely costs spent time.
Before asking a candidate any question, ask yourself.
What are your values? What do you expect to do from a candidate exactly? Should it be a “universal soldier” or an expert? Do you want a superstar, or ordinariness is fine? What is more important for your culture: hard skills or adequacy? Do you really need a senior engineer, or a middle one is actually enough? How do you distinguish them?
Write down… Voila! You almost have the job description :)
Prepare your interview process to filter people according to YOUR requirements efficiently. All this will take your time, but that is worth it. Hire Slow
The answer to the second question: if you see that the person doesn’t match your requirements anymore, inform about that, give some short period, and if the person cannot pass this alignment. It is time to break up.
Of course, do not forget: every fired person is the reason to improve your work process, to reflect on the point in time when history took this direction and parting became inevitable. Improve!
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