Because Average Talent is Too Expensive

Let’s cut to the chase:
Average talent is the most expensive line item on your P&L — and you might not even know it yet.

In tech, where speed, precision, and performance define winners and losers, hiring someone who’s “good enough” is often the worst decision you can make. Not because they’re bad. But because they’re just OK — and OK doesn’t scale.

Here’s why average talent bleeds your business:

1. They Burn Time, Not Trails
   Mediocre hires in sales take longer to ramp, longer to close, and longer to leave. They sit in pipeline reviews, nod in meetings, and then miss targets by a “respectable” 15%. No red flags — just slow, quiet underperformance. That’s the killer.
2. They Drain Your A-Players
   High performers hate carrying dead weight. When your A-team has to compensate for average peers, resentment builds, morale drops, and your best people quietly exit stage left — taking their impact with them.
3. They Cost You Deals
   In sales and consulting, talent is execution. When average reps are out in the field, deals slip, trust erodes, and competitors eat your lunch. Not because your product is weak — but because your people couldn’t deliver the message or the value.
4. They Block Better Hires
   An average hire in the seat means your dream candidate won’t be. That’s opportunity cost with compound interest. And once that B-player is entrenched, it’s harder — and more expensive — to unwind.

• Speed over strategy
• Budget over business case
• Hope over hard data

But here’s the truth:
The cost of hiring the wrong person is exponentially higher than investing in the right one. Especially in revenue-facing roles.

Average is comfortable.
But growth? Growth is uncomfortable. It’s driven by bold hires, not safe ones.
So stop overspending on underperformance.

Because average talent is way too expensive.