Standard reference checks yield generic praise. To identify true A-players, ask their former colleagues a high-stakes question: “Would you quit your current job to work for this person again?” An enthusiastic “yes” is the strongest hiring signal you can get.

To differentiate talent, serial founder Brad Jacobs imagines a key employee resigning. If his reaction is relief, they're a C-player. If it's manageable inconvenience, a B-player. But if the thought induces "pure terror and absolute panic," they are an irreplaceable A-player you must retain.

Zipline's CEO shares advice from board member Alfred Lin: fire someone the first time you consider it. The logic is that for true A+ players, the thought never crosses your mind. Debating whether someone is a C- or C+ performer is a poor use of a leader's time and energy.

The key trait for scaling a company is ownership. To screen for it, ask candidates about their mistakes. A-players will admit a genuine flaw, like having trust issues that lead to micromanagement. B-players will offer a veiled brag or fake weakness, which is a major red flag.

To gauge if your culture supports momentum, observe your top performers during a colleague's celebration. True A-players will be at the front, celebrating. If they're resentful in the back, you have a culture of 'I-centered' individuals that will kill collective momentum.

To clarify difficult talent decisions, ask yourself: "Would I enthusiastically rehire this person for this same role today?" This binary question, used at Stripe, bypasses emotional ambiguity and provides a clear signal. A "no" doesn't mean immediate termination, but it mandates that some corrective action must be taken.

To understand someone's true value, imagine them saying goodbye. This "goodbye test" applies to any relationship, including employees. Your gut reaction to their potential departure—relief, indifference, or panic—instantly clarifies their importance to you and the organization, helping identify your true A-players.

Your internal monologue during hiring reveals if you're making the right choice. If you think, "I really need to fill this role," you're on the path to settling. The right candidate sparks the feeling of, "I don't even care if I have a role for this person, I have to get them in."

True A-players act as partners, not just employees. A simple test to identify them is to ask yourself: "Do I actively want to talk to this person about this complex problem?" If you don't seek their advice, you don't view them as a true peer.