A-Team Players

Hiring isn’t just about filling roles. 

It’s about finding people who’ll obsess over your business as much as you do. People who don’t just clock in, tick boxes, and bounce—but who bring that relentless curiosity, proactivity, and hunger to the table.

In short, hiring A-players changes everything.

As Steve Jobs perfectly put it: "A small team of A+ players can run circles around a giant team of B and C players."

And honestly, he was right. 

The ripple effect of one exceptional hire can transform an entire organisation. A-players don’t just bring value; they amplify it. They set the standard, raise the bar, and build a culture that breeds more excellence.

For me, an A-player is obsessively curious.

Someone who digs deep, asks questions, and doesn’t stop until they’ve figured things out. They don’t just execute tasks; they take initiative and create new value—unprompted.

Here’s the litmus test I use when hiring:

"Tell me about a time you were given a task and, on your own initiative, went beyond it to create something that added unexpected value. What did you build?"

When the answer flows naturally and shows genuine ownership, you’ve likely found a leader. 

And let’s be real, not everyone can answer that question. And that’s okay. Because you’re not looking for just anyone. You’re building a team of A-players—people who you can see owning entire markets one day.

Let me give you some real-world tea from Notice Me(dia)

I found Jacob, our business development wizard, through Twitter. Yeah, Twitter. A quick search, a LinkedIn profile check, and boom—he was in the same university I graduated from.

We hopped on a call the same night. Let me tell you, the guy grilled me. 

Question after question after question. Relentless curiosity.

At first, it felt like we were competing—he was eyeing the ghostwriting space too—but that hunger and curiosity hit differently. 

I thought, If he’s bothering me this much, imagine what he could do FOR me.

Fast-forward a month and a half, and Jacob has been transformative. Has he single-handedly doubled the business? No. But his contributions created ripple effects that helped us hit those numbers.

Or Jessica. When we hired her through a staffing agency, they recommended creating a 30-60-90 day plan. I laughed and said, "30 days?. Let’s make it 3 days, 6 days, and 9 days." And guess what?

She crushed it. Within three days, she hit her first milestone. By day nine, she’d already exceeded expectations. 

That’s the kind of proactivity and execution that sets A-players apart.

If you’re building a team, let me leave you with this:

1/ Don’t settle for mediocrity. A-players set the tone. They push themselves and everyone around them. B-players? They play it safe—and worse, they hire people who won’t challenge them.

2/ Hire for curiosity, not just credentials. The right questions matter more than the right answers. Look for that obsessive spark that makes them dig deeper.

3/ Set the bar high—then raise it. A-players don’t want “easy.” Create an environment that challenges them, where excellence is the baseline.

Remember, A-players hire A-players. B-players hire C-players. C-players? They drag the ship down.

The right hire doesn’t just fill a role—they make waves.

 And when you’ve got a squad full of A-players, the competition doesn’t stand a chance.

Also, here’s my recent LinkedIn post where I dropped more gems on building Notice Me(dia).

If you haven’t already checked out my last newsletter on Planting Seeds, you’re missing out—here’s the link. 

The CMO’s LinkedIn Handbook 

It’s a no-fluff guide that answers every question we’ve been asked and then some — profiles, content, commenting, community-building, outreach hacks, and strategies that have fueled real results.

We’re not holding back. 

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Also, here’s a cool picture for you!

Catch you next Thursday,
—Josh