Amazon has a very structured and methodical way of approaching interviews and they have that to ensure consistency across an enormous organization, but it's equally as valuable in a small organization or if you're a one man band because if you have consistency, you're always going to be making the right choice against a standard. The reason they did that is they had some horrible hires early on in there in the early days. And I think Jeff realized that unless he had structure, he was going to end up basically shooting in the dark so to give himself structure What Amazon did is they established a set of things that they call leadership principles and those are things that they know make really good employees. So they're just broad concepts so people can go and have a look at these 14 leadership principles. But they are concepts like They're looking for people who are really good at earning trust. They're looking for people who are really good at what they call dive deep, which is digging into analysis or solving problems by finding data. And they've come up with this broad set of 14 concepts that help them understand this is the type of person we are looking for in our organization. So when they come across those types of individuals, it's possible to say, yeah, okay, they fit there really good analytics, deep tick. There clearly are able to build really good relationships. Tick earns trust. They have this group of 14 across for every single possible role in their organization and they're really clearly defined. They have the words and trust that they have a really detailed description. So everybody knows what does it mean to behave like a person who can earn trust and that's their map.
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