Robert Glazer

Yeah, they're supposed to be like, look, you keep wanting to hire Sarah, but like you told me detail oriented is important and I'm looking at the things here and detail scores are really low.

And I'm looking at the

things here and detail scores are really low.

So it really helps to have that person in that room.

So it really helps to have that person in that room and adopting this question is the last thing.

And adopting this question is the last thing.

Is this person better than 90% of the people or they raise the bar for the company that really forces you to

is this person better than 90% of the people?

Or they raise the bar for the company.

Does bringing this person in raise the bar for the organization?

That really forces you to, does bringing this person in raise the bar for the organization?

And everyone has to answer yes to that.

And everyone has to answer yes to that.

So that's some of them.

I talk in the book too, just about if you want to hire high aptitude people, I have a couple of tips around that.

So that's some of them.

I talk in the book too, just about if you want to hire high aptitude people, I have a couple of tips around that.

The people that are the fast learners, because that's about, are they good for the company and the culture?

The people that are the fast learners, because that's about, are they good for the company and the culture?

A couple of tips are, one, look for people that were promoted in place.