Why ‘Hire Slow, Fire Fast’ Is Terrible Advice

You’ve heard it, I’ve heard it, everyone in Silicon Valley (or within Earth’s orbit) has heard it:

“Hire slow, fire fast.”

Here’s the deal: It’s bogus … at least according to Micah Rowland, COO at Fountain. He says that this “hire slow, fire fast” philosophy has negatively impacted several people’s lives who may have been fired for something that was less their fault, and more the fault of the organization.

Micah was a consultant at The MBA Exchange, a VP at FiveStars and Zumper, managed global strategy for Starbucks, interned at McKinsey, went to Duke, got his MBA at Stanford … and he was also let go. So this issue is personal to him. 

On this episode, Micah debunks the myth of “hire slow, fire fast.”

What we talked about:

i. Startups can’t afford to hire slow

ii. Be humble about how excellent your hiring process really is

iii. How much experience do your managers really have?

iv. Even if you’ve diagnosed the problem correctly, most managers at startups don’t have the experience to coach others 

v. When you terminate quickly, you’re back to square 1

vi. Hiring practices 

vii. HR

viii. Finding top talent


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Posted on November 29, 2019 in B2B Growth

James Carbary

About the Author

James Carbary is the founder of Sweet Fish Media, a podcast agency for B2B brands. He’s a contributor for the Huffington Post & Business Insider, and he also co-hosts a top-ranked podcast according to Forbes: B2B Growth. When James isn’t interviewing the smartest minds in B2B marketing, he’s drinking Cherry Coke Zero, eating Swedish Fish, and hanging out with the most incredible woman on the planet (who he somehow talked into marrying him).

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