The Real Cost of Hiring the Wrong Employee

I would love to know more about what he thinks should be included in onboarding, now that he has the benefit of hindsight and more experience. And I would think that a lot of what he would learned re: start-up onboarding would apply equally well to decent larger companies, as well, though likely on a less-compressed schedule than with a start-up.

It also sounds like that employee stayed for a while. In a start-up, I would assume you could and would pull the cord sooner.

Can you legitimately call a company a "start-up" once it's grown to the point that it has middle management?

  Is there a better way? I like the Jobularity 
  approach [...] using video introductions, 
  profiles of their interests and talents, 
  and--most importantly--a ranking system that 
  is more data driven than most recruiting
  tools.

But turns out the introduction was the entire text.

This sounds like a poisonous way to approach hiring; to me it reads "let's add lots more bureaucracy so that hopefully I can avoid an embarrassing situation".