I find this is incompatible with the list of 4 questions:
> Cut luck out of your system.
You can't decide to do that. If you're a small company, you are only sampling a little bit and luck will either help you or hurt you. If you are large, the law of large numbers will give you something like the average. You can't decide if you're small or large.
As for finding people who are proven, it's up to you what level you are after. If you want anyone who'd played division 3 football, you have a reasonably large number of candidates. If you have a left back who's played Champions League and is under 25, you have a small number of candidates.
Try to go with larger sets, because then the LLN will help you. Don't ask for anyone who's played any sport for your football team, just anyone who has played football to the level you need.
Another important thing to think about is how to work with the great mass of ordinary people. At some stage if things go well, you may have to engage with people who are not wanting to spend 80 hours at your office, or who don't spend their weekends contributing to exactly the projects your firm is interested in, and who maybe aren't even all that interested in what you do. Motivating such teams has been a major value-add for a large number of household names.
> Cut luck out of your system.
You can't decide to do that. If you're a small company, you are only sampling a little bit and luck will either help you or hurt you. If you are large, the law of large numbers will give you something like the average. You can't decide if you're small or large.
As for finding people who are proven, it's up to you what level you are after. If you want anyone who'd played division 3 football, you have a reasonably large number of candidates. If you have a left back who's played Champions League and is under 25, you have a small number of candidates.
Try to go with larger sets, because then the LLN will help you. Don't ask for anyone who's played any sport for your football team, just anyone who has played football to the level you need.
Another important thing to think about is how to work with the great mass of ordinary people. At some stage if things go well, you may have to engage with people who are not wanting to spend 80 hours at your office, or who don't spend their weekends contributing to exactly the projects your firm is interested in, and who maybe aren't even all that interested in what you do. Motivating such teams has been a major value-add for a large number of household names.