So how can a leader distinguish between a genuinely poor hire and a system that's given in the way that even a great hire will fail?

Oh, that's a deep question.

Um, you know, the way I like to frame hiring is... and so I, I say that because I think there's some frameworks that I, I've gotta talk through, at least as, as far as I, my perspective of things.

Uh, to me, skill is a binary.

The... and it opens the door of conversation.

Uh, do they have the minimum skill requirement that I require for that role? And that becomes a yes or a no.

Uh, and we can vet that in some capacity.

Uh, well, leaders will usually try to best person, best talent, but what's... happens when they obsess less about that but when they start becoming an organization that people start seeking out?