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Hiring Slow, Firing Fast: Problems of this Strategy

Thursday, April 25th, 2013
Posted in Education by Joel Gross

I have been following the strategy of Hire Slow, Fire Fast when it comes to recruiting and have come to realize that there are a number of severe limitations to this strategy. Here are a few:

  1. If your company’s customer base is growing rapidly, your team of brilliant people can become overworked and demotivated because of it. Hiring more rapidly might be a good idea in these situations.
  2. Firing fast is much easier said than done. Once you’ve brought on a new team member, I feel a strong obligation to give this person every chance I can before firing them for underperformance. I try to help them with training, switching them to different types of tasks, and doing everything I can to help them succeed.
  3. Hiring slow will limit your growth. My capacity has pretty much been the biggest limitation of my business growth over the last year.

I will still follow the strategy of Hire Slow, Fire Fast… but there are some major disadvantages to it. Your thoughts?

2 thoughts on “Hiring Slow, Firing Fast: Problems of this Strategy

  1. How timely, I just sent out an email on this exact topic. Hiring too slowly CAN hinder your growth, but hiring too fast can do the same thing — when you have to spend an inordinate amount of time training, coaching, and correcting, or ultimately having to fire them and start from scratch with a new hire. That was my mistake, being in a rush to fill a position and hiring someone who didn’t really wow me. I figured the job wasn’t rocket science and they would figure it out. They didn’t. Firing people sucks. Stressful and emotional, even when it’s pretty evident the performance is meeting expectations.

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