Bad Boss Confessional 04: Why Visionaries Shouldn't Hire People
8 snips
Aug 13, 2025 Jonathan Reynolds, CEO of Titus Talent, shares his insights on leadership and hiring decisions. He discusses the pitfalls of hiring for personal bias and the importance of cultural fit. Jonathan emphasizes the 'Hire for Performance' strategy, showcasing how effective onboarding boosts team success. He also touches on the significance of vulnerability in leadership, the art of communication, and fostering trust within teams. Through personal stories, he illustrates how embracing calculated risks can lead to innovation and growth.
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Hire For Measurable Performance
- Create a performance-first hiring process that defines the role's success metrics before assessing people.
- Use a structured four-phase 'Hire for Performance' process and include onboarding and ramp plans.
Visionary Ignored The Scorecard
- Jonathan hired a salesperson despite the team's poor scorecard ratings because his ego said he could see a 'diamond'.
- The hire lied, stole a laptop, and Jonathan was later banned from hiring in the company for a time.
Disappear To Let Leaders Lead
- After onboarding a new integrator, the visionary should disappear for 30–90 days to let them run the company.
- This prevents meddling and helps the integrator gain authority and the team to adapt.
