If you hire people just because they can Meaning Factcheck Usage

Context

In the book, this isn’t just a one-off line. It’s the practical application of his entire thesis. Sinek argues that the most inspiring leaders and organizations, from Apple to the Wright brothers, Start with WHY—they communicate their purpose first. This quote about hiring is the logical extension: if your company is built on a clear “Why,” then you must hire people who are energized by that same “Why.” Otherwise, you create a cultural disconnect that no amount of money can fix.

Usage Examples

So, how do you actually use this? It’s a game-changer for a few key audiences.

For Founders & CEOs: Stop leading with the job description in interviews. Start with your company’s “Why.” Tell the story of what you’re trying to build and why it matters. Then, listen. The right candidate’s eyes will light up. They’ll start finishing your sentences. That’s the person you hire, even if their resume isn’t the most perfect fit on paper.

For Managers Building a Team: Look beyond the skills section. In your next one-on-one, ask your team members what part of the company’s mission excites them most. You’ll instantly see who’s engaged and who’s just going through the motions. Use that insight to assign passion projects and foster your true believers.

For Job Seekers Themselves: Don’t just interview for a salary. Interview for a belief system. Ask the hiring manager, “What’s the company’s ‘Why’?” If they can’t answer it with genuine passion, it might not be a place where you’ll want to give your blood, sweat, and tears.

To whom it appeals?

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Common Questions

Question: But what if I can’t find a candidate who has both the skills AND believes in the vision?

Answer: Great question. I’d almost always bet on belief. You can teach skills. You can train someone on a new software. But you cannot teach genuine passion for a mission. Hire the believer, and invest in upskilling them.

Question: Doesn’t this lead to a homogenous “groupthink” culture?

Answer: It can, if you’re not careful. Believing in the “Why” doesn’t mean everyone has to think the same way. In fact, you want diverse thinkers who all agree on the ultimate goal. The “What” and “How” can be debated; the “Why” is the common ground that holds it all together.

Question: Is this realistic for all types of jobs, even basic ones?

Answer: It’s a spectrum. For highly specialized, temporary, or purely transactional roles, skill might be the primary driver. But for any role that you consider core to your company’s long-term success, prioritizing cultural fit and shared belief is non-negotiable. It’s the glue.