Hiring & Talent

The A Method for Hiring A four-step systematic approach to hiring that achieves 90% success rate by replacing intuition-based 'voodoo hiring' with structured processes. Based on 1,300+ hours of interviews with 20+ billionaires and 300+ CEOs. Steps: 1. SCORECARD: Create a document with Mission (why the role exists), Outcomes (measurable deliverables), and Competencies (behavioral expectations) 2. SOURCE: Build continuous pipeline through referrals, recruiting sourcers, and always-on networking - never wait until you have an open role 3. SELECT: Use four structured interviews - Screening, Topgrading (chronological career walkthrough), Focused (competency-specific), and Reference (7+ calls) 4. SELL: Persuade A players to join by understanding what they care about and showing how the role fulfills their goals Why it works: The method works because it replaces subjective gut feelings with objective data collection across multiple touchpoints. The Scorecard creates alignment on what success looks like before evaluating candidates. Structured interviews collect comparable data. TORC and references validate claims. The result is an evidence-based hiring decision. Common mistakes: - Using job descriptions instead of Scorecards - job descriptions list duties while Scorecards define measurable success - Skipping reference checks or only calling references the candidate provides without asking for specific bosses - Not sourcing continuously - waiting until a role opens means you have no pipeline of qualified candidates - Forgetting to sell - A players have options and will go elsewhere if not actively courted