The A-Player Magnet
Hiring A-Players CONSISTENTLY
You are in competition for a very
scarce resource:
A-Players
How does strong hiring drive the money pipeline?
➢ 7 A-players = 12 B & C Players
➢ 40% of new hires don’t stay past the first year
➢ 65% of all employees are actively thinking about
changing jobs
➢ The average cost of a mis-hire: 1-3X the annual salary
A-Player Hiring: Best Practices
➢ Hire from abundance & patience, not scarcity & urgency.
➢ The right hiring funnel is a magnet: it attracts AND repels.
➢ Your time is the scarcest resource, protect it.
Top 3%
A-Player
🧲
IDENTIFY
Job Scorecard: What is it & Why?
➢ Build your ideal candidate avatar so you can…
○ RECOGNIZE your ideal candidate, not identify
them
○ Build a hiring funnel to attract ONLY the exact
person you are looking for (and repel everyone
else!)
○ Align a team collaborating across the hiring funnel
➢ Brings data to the hiring process
○ Human beings are TERRIBLE at “sizing people up”
Step #1 for ANY hire: Build The Job Scorecard
Breaking down the Job Scorecard
Part 1: Mission Statement
➢ 1-5 sentences answering the question: WHY
➢ How does this role create growth? What do they have responsibility over?
Who do they work with to achieve their outcomes?
Part 2: Outcomes
➢ 3-5 MEASURABLE outcomes answering the question: WHAT
➢ Set such that only an A-Player can achieve it
Part 3: Competencies
➢ 5-8 Need-To-Have characteristics answer the question: HOW
➢ ALWAYS include Core Values!
Step 2: Job Description
Think of this as a sales letter to your ideal candidate – they should feel called to!
Core components: “About Us,” Job Description (Mission Statement),
Responsibilities (Outcomes), Requirements (Competencies), Comp & Benefits
➢ Set realistic expectations: both good & real!
➢ Write in the tone of your company – it’s marketing, differentiate yourself
➢ Tell people why they SHOULDN’T apply, as well as should
“If you are interested in this role, please submit your application at the follow link.
<link> NOTE: Applications not submitted through this link will not be
considered.”
Step 3: Written Application
Written Application covers: deal-breakers, basics, and initial fit
➢ Basics: name, email, country of origin, how did you hear about us?
➢ Deal-Breakers: time zone, pay range, etc.
➢ Initial Fit: working environment, goals, motivators, etc.
“Thank you for applying! The next step of the process is to complete a short skill
assessment. Please note, any application submitted without the skill assessment
will not be considered.”
Step 4: Skill Assessment
Expect to see a huge drop-off rate, between 60-80%!
1-3 crunchy questions that:
➢ SHOW, not tell that they can complete the hardest parts of the job
➢ Can be submitted through video
What you’re looking for:
➢ How much effort did they put in when you gave them a blank canvas?
➢ Not the right answer, but how they think about & explain the answer!
Choose the top 5-10 max candidates for interviews!
A-Player
🧲
MAGNETIZE
Where do I find A-Players?
It’s not fishing in the right pond, it’s using the right fishing pole!
❖ Organic Networks - Statistically highest rate of success
➢ A-Players know other A-Players!
➢ Influencer Networks - Who do you know with a big audience?
❖ Interest-Based Networks
➢ FB & LinkedIn groups
➢ Ie. The Ops Spot
❖ Job forums - Great people exist EVERYWHERE
❖ Recruiter
➢ You’re trading time for money – how urgent & how valuable is your time?
➢ This hiring process takes 20-30 hrs
Interview 1: Culture
Create questions directly off the Scorecard Values + Mission Statement
Questions to answer:
❖ Do they embody our core values?
➢ “Tell me about a time…” SHOW don’t tell!
❖ Genuine conviction for mission & vision?
❖ Are their long-term goals & strengths in
alignment with the role & company?
➢ You want them at your side for a long time!
❖ Red Flags
➢ Personality fit & vibe checks are valid
deal-breakers for this role!
❖ Logistical Fit – hours, pay, timezone, start
date, etc.
Interview 2: Skill
Create questions directly off the Scorecard Outcomes + Competencies
Things to look for:
❖ Do they have a PROVEN track record of success hitting our outcomes?
➢ Hiring for Experience vs. Potential
❖ Double-click on ANY remaining questions, concerns, or gaps
❖ Give them the opportunity to interview you!
Round 3: References
This is simply about verifying that the candidate is who they say they are!
Questions to answer:
❖ 2-3, 15 min interviews
❖ Does the reference verify what I
believe to be true about this
candidate?
❖ Any new or surprising information
that was not revealed?
❖ If you have anything other than a
glowingly positive review, dig
deeper
A-Player
🧲
CLOSE
Grading the Job Scorecard
Bring the entire hiring team together to compare notes, grade & decide
➢ Score each outcome & competency A-B-C
○ Discuss why you have given them that grade, and whether any potential
gaps exist that would need to be filled during onboarding & training
○ If they are not an exact SKILL match, do they have the TALENT &
coachability to close that gap & reach the performance expectations of
the role?
➢ Highest scoring candidate gets the offer, with a min of 90% As
➢ Double-check any red flags
Present & Close Final Offer
❖ Give them a call or send them a
loom video!
❖ Don’t be put-off/surprised at a final
negotiation
➢ Don’t be afraid of a 90-day trial before
asked-for raises!
➢ Do NOT negotiate over email
Until there’s a signed offer, it’s NOT a
done deal!
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