How to Hire the Right People to Build a Top Team

One of the most underrated growth levers in business isn’t strategy, ads, or automation — it’s people. Every great business is built by a team of people who buy into the mission and bring intensity, ownership, and creativity to the table. The harsh reality? If you hire the wrong people, they’ll not only slow you down — they’ll cost you your culture, your momentum, and eventually, your reputation.

The right hires aren’t just productive — they protect your energy. They solve problems without being asked. They lead themselves. On the flip side, the wrong hires create confusion, require babysitting, and turn your company into a daycare. If you're trying to scale and still tolerating average performers, it’s only a matter of time before your best team members start walking out the door. You don’t just get what you hire — you get what you tolerate.

At MittGroup, we've been ranked as a Best Place to Work three times by the Houston Business Journal — and in 2022, we were ranked #1 with a 98.96% employee satisfaction rating. That didn’t happen by accident. It took ruthless clarity on who we bring in, how we lead them, and what kind of culture we protect.

If you want to build a high-performance team, here’s what works:

5 Ways to Bring In the Right People (and Filter the Wrong Ones):

1. Hire for Standards, Not Just Skills
   Culture-fit isn't about being "nice" — it's about alignment with your company’s values, work ethic, and communication style. At MittGroup, we look for people who want to win, who take feedback without ego, and who crave growth. We ask questions like:

   • “What are you reading right now?”

   • “Tell me about the last time you failed and what you did about it.”
     If someone can’t handle those, they won’t handle the pressure of growth either.

2. Create a Filtered Hiring Process
   We never just rely on a single interview. Use layers — phone screens, in-persons, test tasks, group interviews. For sales hires, give them a script and have them pitch the same day. You’ll learn more from five minutes of pressure than from five pages of a résumé.

3. Protect the Energy Early
   Don’t wait to “see how they do.” Create a 30-day scorecard with measurable expectations. At MittGroup, we use benchmarks tied to KPIs, attitude, and communication. If they don’t meet the bar early on, they’re gone — fast. A-players appreciate standards. B-players resent them.

4. Train Relentlessly
   Most people think they have a hiring problem when they actually have a training problem. The best people want to grow. Are you giving them the tools, feedback, and coaching to become elite? We run weekly team trainings and leadership development sessions because average leaders can’t retain top performers.

5. Lead Like It’s Your Job — Because It Is
   The highest performers leave poor leadership — not just bad pay. Be clear, decisive, and consistent. Recognize wins, give feedback fast, and never ignore problems. When your team sees you lead with intensity and humility, it sets the tone for everyone else.

Want to connect with other high-level entrepreneurs?

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