Don Georgevich

I show entrepreneurs how to find and hire A-Players. Get the course here👇

[Don Georgevich @DonGeorgevich]

The Diamond Cutter vs the Diamond Miner https://t.co/2BP0AvkTP5

[Don Georgevich @DonGeorgevich]

Check out the latest article in my newsletter: What's Not Going to Change https://t.co/CFQ1v3ulQn via @LinkedIn

[Don Georgevich @DonGeorgevich]

I’ve felt the pressure to hire quickly when work starts piling up.

It always feels reasonable in the moment — and heavier a few months later when the trade becomes clear.

[Don Georgevich @DonGeorgevich]

I used to think a full calendar meant we were making progress.

Now I pay more attention to whether the work is actually getting simpler or more complicated.

[Don Georgevich @DonGeorgevich]

Over time I’ve noticed hiring problems rarely show up as obvious failures.

They show up as slower decisions, more follow-up, and work that needs more clarification than it should.

[Don Georgevich @DonGeorgevich]

When I interview candidates, I’m not trying to measure competence directly — I’m listening for it.

Titles, credentials, and experience can look impressive, but they don’t always tell you how someone thinks or how they handle real problems.

[Don Georgevich @DonGeorgevich]

I used to think lowering standards was something that happened when companies struggled.

Most of the time I’ve seen it happen when things are busy and no one thinks it’s happening.

[Don Georgevich @DonGeorgevich]

I’ve felt the lift when the right person joins a team — conversations get sharper and decisions happen faster.

And I’ve felt how different it is when progress starts to feel heavier instead of lighter.

[Don Georgevich @DonGeorgevich]

That’s when I realized clarity isn’t something you discover — it’s something you decide early.

[Don Georgevich @DonGeorgevich]

For a long time I thought more conversations would make hiring decisions easier.

[Don Georgevich @DonGeorgevich]

It made decisions feel heavier than they needed to be.

[Don Georgevich @DonGeorgevich]

The most dangerous hire in a startup isn’t always the obvious failure.

It’s often the quiet one — the person who does just enough to stay employed but never raises the standard.

[Don Georgevich @DonGeorgevich]

The frustrating ones usually started with assumptions I hadn’t challenged yet.

[Don Georgevich @DonGeorgevich]

I used to wonder why some hires felt smooth and others felt harder than they should.

[Don Georgevich @DonGeorgevich]

The hires that worked best almost always started with clear expectations behind them.