Max Levchin

The difficult part of leadership of teams is always deciding that this is irredeemable because you want people to have second, third, fourth chances. But at some point you're like, well, okay, you're great, but you are hiring mistake. And I'm so sorry.

So I think at any given time you're hiring the story about knowing the letter grade of every person you hire in your company, whether it's 2000 people like a firm, but that's just silly. Like you don't know people are these days coached and trained and fine tuned to be exceptional interviewees.

So I think at any given time you're hiring the story about knowing the letter grade of every person you hire in your company, whether it's 2000 people like a firm, but that's just silly. Like you don't know people are these days coached and trained and fine tuned to be exceptional interviewees.

So I think at any given time you're hiring the story about knowing the letter grade of every person you hire in your company, whether it's 2000 people like a firm, but that's just silly. Like you don't know people are these days coached and trained and fine tuned to be exceptional interviewees.

And so somebody coming in and telling you their life story, like, you know, they have watched probably an interview you conducted with someone who's a professional interviewer who was spelled out what it looks like when you're hiring an A player. You know, someone's going to be like, hmm, extreme personality is very important. Max Lovchin said so. How do I get myself more extreme? What I need.

And so somebody coming in and telling you their life story, like, you know, they have watched probably an interview you conducted with someone who's a professional interviewer who was spelled out what it looks like when you're hiring an A player. You know, someone's going to be like, hmm, extreme personality is very important. Max Lovchin said so. How do I get myself more extreme? What I need.

And so somebody coming in and telling you their life story, like, you know, they have watched probably an interview you conducted with someone who's a professional interviewer who was spelled out what it looks like when you're hiring an A player. You know, someone's going to be like, hmm, extreme personality is very important. Max Lovchin said so. How do I get myself more extreme? What I need.

And so I don't think you can really judge A or B overall grade at hiring time. I think you can assess someone's coding ability, but a really, really good assessment test requires a take home because like you can implement quicksort on camera very quickly and but so can a C player these days.

And so I don't think you can really judge A or B overall grade at hiring time. I think you can assess someone's coding ability, but a really, really good assessment test requires a take home because like you can implement quicksort on camera very quickly and but so can a C player these days.

And so I don't think you can really judge A or B overall grade at hiring time. I think you can assess someone's coding ability, but a really, really good assessment test requires a take home because like you can implement quicksort on camera very quickly and but so can a C player these days.

And so you have to give people a lot of time and giving people a lot of time, they will inevitably stray from the rules of whatever the test is. So anyway, the point is you can filter out C players. You can definitely filter out D players. Differentiation between B and A is what happens once you've brought them in. You go like, oh my God, that is a brilliant hire.

And so you have to give people a lot of time and giving people a lot of time, they will inevitably stray from the rules of whatever the test is. So anyway, the point is you can filter out C players. You can definitely filter out D players. Differentiation between B and A is what happens once you've brought them in. You go like, oh my God, that is a brilliant hire.

And so you have to give people a lot of time and giving people a lot of time, they will inevitably stray from the rules of whatever the test is. So anyway, the point is you can filter out C players. You can definitely filter out D players. Differentiation between B and A is what happens once you've brought them in. You go like, oh my God, that is a brilliant hire.

And more often than not, you say, I thought there was going to be a great hire. It's a good hire. Like I'm happy. I'm happy we have them. And the question there is what do you do to get the absolute best work from this person? And will they have the Steve Jobs quote, A players hire A players, B players hire C players is profoundly true. There should be an asterisk explaining why this is true.

And more often than not, you say, I thought there was going to be a great hire. It's a good hire. Like I'm happy. I'm happy we have them. And the question there is what do you do to get the absolute best work from this person? And will they have the Steve Jobs quote, A players hire A players, B players hire C players is profoundly true. There should be an asterisk explaining why this is true.

And more often than not, you say, I thought there was going to be a great hire. It's a good hire. Like I'm happy. I'm happy we have them. And the question there is what do you do to get the absolute best work from this person? And will they have the Steve Jobs quote, A players hire A players, B players hire C players is profoundly true. There should be an asterisk explaining why this is true.

And reason for it is fear. A players love working with other A players because they know the demands of the job and the team. dynamics just make them better. So you want to have people who challenge you and tell you, hey, I know you're an A player, but that just wasn't good. Let's go redo this together or you go redo it, whatever.

And reason for it is fear. A players love working with other A players because they know the demands of the job and the team. dynamics just make them better. So you want to have people who challenge you and tell you, hey, I know you're an A player, but that just wasn't good. Let's go redo this together or you go redo it, whatever.

And reason for it is fear. A players love working with other A players because they know the demands of the job and the team. dynamics just make them better. So you want to have people who challenge you and tell you, hey, I know you're an A player, but that just wasn't good. Let's go redo this together or you go redo it, whatever.

And so A players just want to escalate away or accelerate away from the pack. B players frequently say, look, I'm a worker B and I know I'm not an A player and that's okay. I'm just going to grind out good code. art, sound, whatever. But some of them are fearful and say, well, if I have too many B players around it, let alone A players, I will look terrible.