Though they may look good on paper, my experience with hiring “superstars” has been less than satisfying. It’s trite, but it’s what’s in the heart that counts – you can hire (or partner with, etcetera) the candidate that looks stellar on paper (great academic and work credentials, for example), but unless that person’s interests at the present time are highly aligned with the goals and function of the job or partner function you are looking to fill, you’re most likely in for a rude awakening. After several bad hiring experiences, it is now my approach that I’d rather hire someone that does not look quite as good on paper (I’m not saying to hire slackers, either), if I get the sense that that person will be happy, motivated and devoted to do his or her best at the job in question. Ever since changing my orientation in this way, I’ve had to fire fewer “superstars”. A collateral benefit is that people with their heart in what they’re doing generally are not as high maintenance or expensive to attract and keep around..
