Let me give you some straight talk about hiring and culture in your business.
If you want to build something strong, something that lasts—you have to hire slow and fire fast.
I’ve learned this the hard way. When you're growing a team, don’t just look at resumes. Anyone can look good on paper. What really matters is who they are when no one’s watching.
So take your time when hiring. Slow it down. Get creative. Invite them to lunch. Have them shadow for a day. Ask questions that don’t just test their skills—but reveal their values, how they handle pressure, how they treat others when there’s no upside for them. That slows things down, yes—but it saves you way more time, money, and energy in the long run.
Because here’s the truth: It’s better to have an empty seat than the wrong person in it.
And when someone clearly isn’t a fit—you’ve got to let them go. Fast. Don’t drag it out. Don’t talk yourself into giving them “just one more chance” when your gut knows it’s not working. Every day you keep someone who doesn’t belong, you lose a little momentum, a little peace, a little trust from your team.
Now let’s talk about culture.
Culture isn’t the logo on the wall—it’s how your team acts when no one’s watching.
Dave Ramsey says it best: “Hire people who already live out your core values.” Say what you want about the guy, but he’s built a team of people who love where they work—and that’s no accident. That’s culture on purpose.
When your team shares your values, everything gets easier. You don’t have to convince them to care—they already do. You don’t have to chase them—they chase excellence with you.
Bottom line?
Build slow. Build right. Build with people who match your mission.
That’s how you build a business that lasts.