I subscribe to Gary Vee's "hire fast, promote faster, fire fastest" philosophy, which might sound counterintuitive at first, but it actually balances efficiency with diligence in the hiring process. I emphasize swift yet structured screening, using clear, non-negotiable criteria for skills and cultural fit so I can rapidly shortlist strong candidates. Once someone is hired, I make it a priority to observe and evaluate performance quickly through frequent check-ins and tangible goals. If it becomes obvious they have the drive and aptitude to excel, I'm not hesitant to promote them sooner than a conventional timeline might dictate; it keeps top performers engaged and recognizes their contributions early. On the flip side, if a new hire clearly struggles despite supportive feedback and coaching, I move to let them go fast. This prevents prolonged mismatches that drain both team morale and resources. The key to making this approach work is having transparent communication and clear expectations from day one. I can maintain momentum while still honoring the importance of finding-and keeping-the right people for each role.