ReWork

you give up ininitial execution will be repaid many times over by the wisdom you gain.
    Plus, you should want to be intimately involved in all aspects of your business. Otherwise you’ll wind up in the dark, putting your fate solely in the hands of others. That’s dangerous.

Hire when it hurts
    Don’t hire for pleasure; hire to kill pain. Always ask yourself: What if we don’t hire anyone? Is that extra work that’s burdening us really necessary? Can we solve the problem with a slice of software or a change of practice instead? What if we just don’t do it?
    Similarly, if you lose someone, don’t replace him immediately. See how long you can get by without that person and that position. You’ll often discover you don’t need as many people as you think.
    The right time to hire is when there’s more work than you can handle for a sustained period of time. There should be things you can’t do anymore. You should notice the quality level slipping. That’s when you’re hurting. And that’s when it’s time to hire, not earlier.

Pass on great people
    Some companies are addicted to hiring. Some even hire when they aren’t hiring. They’ll hear about someone great and invent a position or title just to lure them in. And there they’ll sit—parked in a position that doesn’t matter, doing work that isn’t important.
    Pass on hiring people you don’t need, even if you think that person’s a great catch. You’ll be doing your company more harm than good if you bring in talented people who have nothing important to do.
    Problems start when you have more people than you need. You start inventing work to keep everyone busy. Artificial work leads to artificial projects. And those artificial projects lead to real costs and complexity.
    Don’t worry about “the one that got away.” It’s much worse to have people on staff who aren’t doing anything meaningful. There’s plenty of talent out there. When you do have a real need, you’ll find someone who fits well.
    Great has nothing to do with it. If you don’t need someone, you don’t need someone.

Strangers at a cocktail party
    If you go to a cocktail party where everyone is a stranger, the conversation is dull and stiff. You make small talk about the weather, sports, TV shows, etc. You shy away from serious conversations and controversial opinions.
    A small, intimate dinner party among old friends is a different story, though. There are genuinely interesting conversations and heated debates. At the end of the night, you feel you actually got something out of it.
    Hire a ton of people rapidly and a “strangers at a cocktail party” problem is exactly what you end up with. There are always new faces around, so everyone is unfailingly polite. Everyone tries to avoid any conflict or drama. No one says, “This idea sucks.” People appease instead of challenge.
    And that appeasement is what gets companies into trouble. You need to be able to tell people when they’re full of crap. If that doesn’t happen, you start churning out something that doesn’t offend anyone but also doesn’t make anyone fall in love.
    You need an environment where everyone feels safe enough to be honest when things get tough. You need to know how far you can push someone. You need to know what people really mean when they say something.
    So hire slowly. It’s the only way to avoid winding up at a cocktail party of strangers.

Resumés are ridiculous
    We all know resumés are a joke. They’re exaggerations. They’re filled with “action verbs” that don’t mean anything. They list job titles and responsibilities that are vaguely accurate at best. And there’s no way to verify most of what’s on there. The whole thing is a farce.
    Worst of all, they’re too easy. Anyone can create a decent-enough resumé. That’s why half-assed applicants love them so much. They can shotgun out hundreds at a time to potential employers. It’s another form of spam. They don’t care about landing
your
job; they just care about landing
any
job.
    If someone sends out a resumé to three hundred companies, that’s a huge red flag right there. There’s no way that applicant has researched you. There’s no way he knows what’s different about your company.
    If you hire based on this garbage, you’re missing the point of what hiring is about. You want a specific candidate who cares specifically about your company, your products, your customers, and your job.
    So how do you find