Learn how to hire A-players who deliver 10x ROI, build an employer brand that attracts top talent, and avoid the costly mistakes that drive elite performers away.

What if I told you that the difference between hiring an A-player versus a C-player could mean the difference between a 10-to-1 ROI and barely breaking even? In this episode of Beyond Seven Figures, I sit down with executive career strategist Debra Boggs to explore the critical differences between A-players, B-players, and C-players in the workplace, and why most business owners are unknowingly sabotaging their ability to attract elite talent. We dive deep into the common mistakes entrepreneurs make when trying to hire top performers, including dragging out lengthy hiring processes that lose the best candidates and misunderstanding what truly motivates A-players beyond compensation. Debra and I also tackle the crucial issue of title-role misalignment - where companies hire a CMO but expect them to write email copy - and explore the real reasons why A-players leave organizations and how to prevent it through proper career development and engagement strategies. Plus, we discuss the importance of having a compelling vision that makes top talent want to join your mission, even if you can't pay the highest salary in the market.

Debra Boggs is an award-winning entrepreneur and nationally recognized expert in executive career strategy. As CEO of D&S Executive Career Management, she has built one of the country's premier firms supporting senior leaders in navigating complex career transitions, landing board seats, and maximizing compensation in competitive markets. After launching D&S from the ground up nearly a decade ago, Debra scaled the business into a seven-figure firm with an elite team of experts serving high-level professionals around the globe. Her proven methodology has helped thousands of executives secure leadership roles at the world's most notable companies. Debra's thought leadership has been featured in Forbes, Fast Company, Newsweek, The Washington Post, The Wall Street Journal, and dozens of other media outlets, and she's a sought-after speaker for national conferences and private leadership events.

KEY TAKEAWAYS:

• Hiring A-players can bring up to 10x the return compared to B or C players.
• Long and slow hiring processes can push top talent away to faster-moving companies.
• A strong employer brand helps attract the best candidates even for small businesses.
• Vision matters more than salary for many A-players who want to be part of something big.
• Clear job titles and KPIs prevent hiring the wrong person for the role.
• Retaining A-players requires growth opportunities and strong leadership support.
• Culture and alignment with company values play a big role in keeping top talent.
• Asking your team about their personal and career goals helps build loyalty and trust.

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