The answer is both.
Often, A-players develop within an organization over time rather than being hired as such. It takes time for peak performance to kick in.
Is it possible to identify and recruit high-performing talent from the start, or is the real value in cultivating a strong workforce through training, mentorship, and leadership development? This debate isn’t just theoretical – it’s a practical, strategic question for businesses striving to build exceptional teams. The answer likely lies in a balanced approach that includes both hiring the right people and fostering growth within your organization.
Let’s explore the nuances of this discussion and what it means for your business.
Last month, I spoke with a top C-suite recruiter and posed the question:
“What’s the lifetime batting average of all C-suite recruits you’ve placed – how many were A or B players who lasted at least one year?”
His response: “50%”
Does it all come down to a coin flip?
In my experience, most companies do a poor to mediocre job at recruiting. They often miss getting to both “the heart and the head.” We all have stories of times we shortcut the process or avoided asking the tough questions. Spoiler alert: Grab the book Who and follow that process. It works! It’s an upgraded version of TopGrading.
Then comes onboarding. I agree with Joey Coleman here — most companies do a respectable job on Day 1.
But who owns Days 2 to 100?
If your new hire makes it through the onboarding phase, what does ongoing training, encouragement, upskilling, and culture alignment look like at your company? New employees need both skill enhancement and confidence. The confidence piece is often overlooked. Simple praise – a pat on the back – goes a long way and costs nothing. Oldie but a goodie: (Re)read The One Minute Manager.
Think about time allocation:
- Recruiting is often the shortest phase.
- Onboarding takes 2-3 months.
- The third stage – development – lasts forever.
Consider how much time and effort you’re placing on each stage.Consider how much time and effort you’re placing on each stage.
Inside every teammate is a better one.
Don’t fall into the trap of thinking you’ll hire the “perfect” candidate – someone who needs little development and can hit the ground running. Even the best hires require guidance, investment, and an environment that fosters growth. Talent alone doesn’t guarantee success. Support, challenges, and access to the right resources are just as critical.
Do we get lucky sometimes? Of course. That A-player who crushes it right out of the gate does exist.
But obviously, people (along with AI as an accelerant) are a must-have. A company becomes the people it hires, not the plan it makes. In every C-suite peer group I facilitate across the U.S., the “people piece” comes up in every meeting – in some form or fashion.
Think about what you can do to level up your people strategy:
- Mentorship programs
- Hiring coaches for teammates who are struggling but eager to grow
- Internal peer groups or forums
- Simple tools like Start-Stop-Continue
You don’t build a company. You build people – and the people build the company.
Great employees are like four-leaf clovers: hard to find, and lucky to have.