Let’s get real for a moment.

We’ve all heard the startup mantras: “Move fast and break things.” “Minimum viable product.” “Just ship it.” And in most cases, these approaches work pretty darn well. Your first marketing campaign doesn’t need to be perfect. Your initial product can have a few rough edges. Heck, even your financial strategy can be tweaked along the way.

But when it comes to hiring?

Good enough is a one-way ticket to mediocrity.

The Team-Building Truth Nobody Wants to Hear

Picture your company as a basketball team. Would the LA Lakers win championships by saying, “Eh, this player is kinda okay”? No way. Every single player matters. One weak link can destroy your entire game plan.

The same goes for your business.

One so-so hire isn’t just a minor inconvenience. They’re like a virus spreading through your entire organization. They slow down projects, drain team energy, and create a culture of “meh” when you should be creating a culture of “wow.”

Why Recruiting Is Your Most Important Job

I know what you’re thinking. “I’m the CEO. I’ve got strategy to plan, investors to manage, vision to create.” True. But here’s the real deal: Your team is your strategy. Your team IS your company.

Think about the most successful companies you know. Apple. Google. SpaceX. What do they have in common? They’re obsessed with talent. Not just skilled talent. Exceptional talent.

Now, not everyone can afford to hire exceptional talent. But you can’t afford to hire average talent—people who fill in the gaps. You want to look for people who can grow into exceptional talents, which is why you have to create a culture that nurtures and attracts them.

The Hidden Costs of “Just Okay”

Let me break down what a mediocre hire costs you:

• Productivity nosedive
• Top performers get frustrated and leave
• You spend more time managing instead of leading
• Innovation gets stuck in neutral
• Your company’s potential gets strangled

A Real-World Wake-Up Call

I had the following happen to me! Imagine a software development team. One developer who consistently writes subpar code isn’t just slow. They are:

• Creating technical landmines
• Making everyone else work twice as hard
• Potentially introducing security risks
• Killing team morale

How to Avoid Good Enough

So how do you avoid the “good enough” trap? Here are some street-smart strategies:

• Treat hiring like casting for a blockbuster movie. You’re not filling a seat; you’re finding a star who can transform your production.
• Go deep in interviews. Multiple interviews aren’t just a formality. They’re your chance to understand who you’re bringing into your world.
• Look beyond the resume. Skills are important. But passion? Adaptability? The ability to learn and grow? Those are your real gold.
• Trust your gut. If something feels off during an interview, it probably is. Your instincts are more potent than any checklist.
• Do your homework on references. Don’t just call the references they give you. Dig deeper. Be a detective.

Hiring is just as important as creating a great product and service. Remember, people are your number one asset.

Bottom line: In a world where technology is becoming a commodity, your team is your ultimate weapon. The right people can turn good ideas into game-changing innovations. Being a great recruiter means being tough. You’re not just hiring employees but curating a team of potential game-changers. Good enough? Nope. Not even close. Exceptional is the only standard that matters.