Instead of demanding immediate portfolio construction, Capital Group gives new investment analysts a three-to-six-month non-producing onboarding period. This time is dedicated to deep industry research and internal knowledge absorption, fostering a long-term, thoughtful approach from day one.

Instead of an extremely difficult hiring process, Netflix casts a wide net and uses the first year to assess fit, resulting in a high (~20%) attrition rate. The company is transparent about this, offering the chance to work on hard problems with great people in exchange for less job security.

To maintain an exceptionally high talent bar while scaling, Coinbase's top two executives personally review a detailed packet for every prospective employee. They retain the right to veto any hire, demonstrating an extreme commitment to talent quality over speed.

Duolingo lives by the mantra, "it's better to have a hole than an a-hole." The company spent 1.5 years searching for a CFO and rejected a candidate who was perfect on paper after discovering he was rude to a driver and a junior employee. This demonstrates a deep, costly commitment to protecting company culture.

Teopo Capital prioritizes rigorous post-hire evaluation. They believe the true assessment of a candidate's fit and capability occurs on the job. The greatest risk is not making the wrong hire, but failing to act swiftly when they underperform, making quick termination crucial for risk management.

To protect a distinct and powerful culture at scale, a firm should avoid hiring senior leaders from the outside. Instead, hire talented people earlier in their careers and grow them into the firm's specific ways of operating, ensuring cultural alignment for the most critical roles.

The interview process at Capital Group intentionally takes 6 to 12 months. While acknowledging they lose some candidates, the firm views the lengthy process as a valuable filter. It helps select for patient individuals who are genuinely committed to a long-term career, aligning with the firm's core investment values.

Frequent organizational change, such as reorgs, serves as a natural filter. People who are uncomfortable with flux will self-select out, leaving a team that is more adaptable and aligned with a fast-moving company's needs.

Your hiring process is the first expression of your company culture. Implement a rigorous, multi-step screening process (e.g., video submissions, group interviews) to test for coachability and work ethic. This not only filters candidates but also sets a high-performance frame from day one.