Hiring “A” People: Why Hiring B, C, or E Players Is Dangerous

There is an old saying in management: 👉 “A players hire A players. B players hire C players. C players hire E players. And then the company collapses.”

This is not just a catchy line — it is a harsh reality many businesses face, especially in fast-growing economies like Bangladesh. The quality of your people determines the quality of your future.

Who Are the “A” People?

• A players are talented, driven, values-aligned, and committed to excellence.
• They raise the bar, take ownership, and attract other high performers.
• They don’t just do their jobs; they push the organization forward.

The Danger of Hiring B, C, or E Players

1. B Players = Comfortable Mediocrity They do the minimum, rarely innovate, and avoid risk. They may keep the business running but never help it thrive. Worse, they feel threatened by A players and often resist them.
2. C Players = Decline in Standards They lack capability or motivation. They drain the energy of A players and lower overall performance. Keeping them signals that mediocrity is acceptable.
3. E Players = Toxic Disruption These are the ones who lack both skill and attitude. They create politics, spread negativity, and destroy trust. One E player can cause five A players to leave.

When an A Player Turns into a C

It is not enough to just hire A players — you must also put them in the right seats on the bus (as Jim Collins puts it). An A player in the wrong role can quickly:

• Lose motivation.
• Deliver poor results despite high potential.
• Feel stuck, frustrated, and disengaged.

The tragedy? The company loses a true asset — not because of lack of talent, but because of poor alignment.

👉 An A player wrongly placed becomes a C performer. The problem is not the person, it is the fit.

The Multiplying Effect

Hiring is not neutral — every hire either lifts your organization or drags it down.

• A players attract more A players.
• B players settle for C players.
• C players hire E players.
• A players in wrong roles eventually leave or underperform.

This cycle either builds a culture of excellence or a culture of decline.

Why Entrepreneurs Must Be Ruthless in Hiring

Entrepreneurs in Bangladesh often compromise by saying:

• “He’s not perfect, but he’s cheap.”
• “She lacks skills, but at least she’s loyal.”
• “We can’t attract top talent anyway.”

These compromises are short-term comforts that create long-term pain. If you fill your bus with the wrong passengers — or put the right passengers in the wrong seats — don’t expect to reach the right destination.

The Clear Choice

• Hire A people, even if it takes longer.
• Place them in the right roles where they can shine.
• Remove B, C, and E players quickly before they damage your culture.

Your business can survive with an average product and an average plan — but not with average people. Excellence is not built by strategy alone; it is built by who sits beside you on the journey, and whether they are in the right seat.

👉 Remember: Hire A, keep A, grow A — and place them where they belong. Anything less is dangerous.