What does it mean to "hire slow, fire fast"?


In today's competitive business world, building a strong team is more important than ever. The success of a business depends on the quality of its employees, and hiring the right people can be a key determinant of long-term success. However, hiring the wrong people can be a costly mistake, both in terms of time and money. This is where the concept of Hire Slow, Fire Fast comes in.

What does Hire Slow, Fire Fast mean?

Hire Slow, Fire Fast is a common phrase used in the business world and many leaders support it. This refers to the practice of taking your time when hiring new employees and being quick to let go of those who are not a good fit. This approach involves carefully vetting candidates to ensure they align with the company's values, culture, and goals, and making swift decisions to remove employees who are not meeting expectations. The concept of Hire Slow, Fire Fast is not about being indecisive or overly cautious when hiring, nor is it about being harsh or unfair when letting go of employees. Rather, it is about being strategic and deliberate in the hiring process and taking swift action when necessary to ensure the long-term success of the business.

In this article, we will explore the importance of taking a strategic approach ‘hire slow, fire fast’ and how it can help your business achieve long-term success.

Why should you hire slowly?

By not rushing into the process, you will be able to screen applicants more carefully and find the best possible fit for the company


"The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." -Steve Jobs 

A slow hiring process that screens applicants carefully allow the management to think about the qualifications required and assess whether an individual is a good fit for the position before investing time or money into training them and at the same time screening applicants can help us to identify potential problems early and address them before they become serious issues.

This will help to avoid making hasty decisions that could damage a business. By taking their time in the process, businesses can conduct a more thorough screening of applicants, enabling them to select the most suitable candidate for the job rather than simply hiring someone due to their availability.

Hiring slowly can build a strong relationship and create a culture of trust and collaboration 


Hiring slowly can be a valuable strategy for building a strong and cohesive team. Taking the time to carefully screen and assess candidates allows you to find the best fit for your company culture, which can lead to a more positive and productive work environment.

When you take a slow approach to hiring, you are demonstrating to potential employees that you are invested in building a strong relationship. You are not just looking to fill a role, but rather, you are looking for a long-term partner who can help your company grow and succeed. This approach can help create a culture of trust and collaboration, where everyone is invested in the success of the company.

A slow hiring process allows you to get to know candidates on a deeper level. You can ask more in-depth questions and take the time to understand their experience, skills, and values. This can help you determine if they are a good fit for your company and if they share your vision for the future.

When you take the time to build a strong relationship with a new hire, you create a foundation of trust and respect. This can result in better communication and collaboration, which can lead to improved productivity and a more positive work environment. When employees feel valued and respected, they are more likely to be engaged and committed to their work.

What 'Fire Fast' Really Means 


It is not intended to be harsh or excessive to fire quickly. It is normal for new hires to make occasional errors. This is because they are still learning and trying to find their way in the workplace. If an error is made, it is important to take steps to address the issue as soon as possible. This can be done by apologizing for the mistake, explaining what happened, and providing guidance on how to avoid making the same mistake and improve their performance in the future. Additionally, any corrective action that needs to be taken should also be addressed at this time.

Simply don't keep a talent who isn't a good fit for the company. Be quick to notice and acknowledge an individual who is performing poorly or who is not adhering to your key principles and habits. If someone is not meeting your key principles or behaving in a way that doesn't align with your culture, you need to be quick to notice and acknowledge it. You need to make sure they are aware of what is expected from them and work to correct the situation as soon as possible. Or else you'll then have to decide whether to give them more training or fire them.

"Hire character, train skills." -Peter Schutz 

Spend time developing the skill if they truly have the right mindset. The most successful businesses in the world have hired people who have the right mindset-people who are willing to spend time developing the skill. These businesses understand that if someone has the right attitude and the willingness to invest time in learning new things, they will be more likely to succeed.

Some companies like Zappos, which is an online retailer, offer their new hires a $1000 'quitting bonus' during their probationary period if they quit. On the other side of the coin, Amazon, which bought Zappos, embraced this concept and offers $5000 to their new hires to quit.

This is an effective way so that new hires can decide on their own if they are a good fit for the position or not instead of waiting for them to quit. While also providing them with a cushion while they are looking for their next job. 


In today's competitive business world, building a strong team is more important than ever. The Hire Slow, Fire Fast approach is a strategic and deliberate approach to hiring and employee management that can help businesses build a strong team and ensure long-term success. By taking the time to carefully vet candidates and being quick to address performance issues, businesses can build a team that is aligned, motivated, and productive, driving the success of the company.