After more than 35 years of managing and consulting, I know this is true:
The difference between success and failure for managers depends on mastering one game-changing skill:
The ability to hire the right people for the right jobs.
Great companies depend on great hires… and learning how to hire isn’t optional anymore.
It’s easier than you think.
You delivered great performance and it got you promoted. Now, it’s harder than ever to hire top performers…but it doesn’t have to be.
Relying on your gut is not a reliable strategy for hiring. You can — and must — master the ability to hire the right people for the right jobs.
It can be easier! This method consistently delivers the right hires, whether it’s admin, sales or CEOs…and every other job in any company.
I’m on a mission to end the agony of hiring.
There are no lectures. No theories. And no fluff. RAPID Hiring shows you what to do and exactly how to do it — so you have a repeatable, five-step method you can use for every hire in any size company and any industry.
Why should you trust me to teach you how to hire?
I spent more than 35 years as a senior manager, sales leader, broadcast station owner, and executive VP. I led teams of 500+ employees, delivering more than $100 million in annual sales.
But it was a huge failure that helped me succeed, because the best hire I ever made turned out to be my worst hire.
I lost a hideous amount of money and a year’s progress over a hire that looked great on paper, but didn’t perform.
That experience drove my passion for teaching managers and consulting clients the most effective method to consistently hire the right people for the right jobs…without investing enormous amounts of time, money, and energy.
We won’t make a major move as it relates to our organizations and C-level people at any of our portfolio companies -- hire, coach, align, disengage...without taking full advantage of Jake’s skills and insights.
We are now better at every aspect of hiring: developing great job descriptions, asking the right interview questions, evaluating a candidate’s competencies and checking references. Our managers now know how to put the right person in the right job and it’s made a huge difference to our performance.
I truly believed my gut instinct was more than sufficient to make good hiring decisions. However, this system has greatly improved our ability to attract, screen, and hire the right people. As a result, we’ve added a number of new and outstanding hires, forever changing the way we add to our team.