Spend time hiring, not training

I’ve been talking to a lot of people over the last weeks who want to work with me at axiacore. I feel grateful when people reach out and show their respect for the work we have done. There are really great products out there built by our team, and knowing that people recognize that is amazing.

Many people say they like our products but cannot explain why. This shows there are two kinds of candidates: those who understand what makes our work special, and those who do not. My goal is to work with those who truly understand what sets us apart.

When I was interviewing people to work with me, I used to be the optimist. I default to believing in people. I see the promise in their eyes, and I would love to see the person they can become. This optimism has paid off enormously over the years, with people who have grown personally and professionally during their time at axiacore.

But at the same time, it has taken a heavy toll on me. It breaks your heart to look at people who lie in your face, have loyalty only to themselves, and waste everyone’s time. Being an optimist isn't that great in the long run. There has to be some balance.

Few people become the promise you saw when you hired them, even though it rarely happens, it happens. The opposite is way more common; it sucks when people disappoint you. I’m sure anyone who has hired people shares the same feeling, and over time, it's understandable that they start losing hope in people.

To ensure you hire the right people, invest much more time in getting to know them during the interview process. Instead of relying on quick assessments or gut feelings, slow down and observe who they are now—not who they might become. This helps you hire people who truly fit your team's values and vision, and not those you later regret.

Previously, I rushed hiring decisions based on first impressions, which led to wasted time and poor results. Training someone who is not the right fit is a very bad idea for everyone involved. Investing more time upfront in hiring prevents this problem and leads to better outcomes.

Your company is not an educational institution. You are not bringing in people to pay them while they learn.

Do the opposite. Spend way more time hiring than training. Take your time, ask uncomfortable questions, get to big disagreements, check that you share the same values, and believe in the same vision for the future. Especially, get to know if they truly enjoy being around you, and you enjoy being around them.

You’ll spend more time with the people you work with than anyone else in your life.

Make it count.