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The Hiring Hall of Fame (and Shame): The Best and Worst Hiring Decisions in Business History - When Second Chances Work (and Don't)
- United Business Consultants
- 3 days ago
- 3 min read
Some hiring decisions change everything. They can rescue a dying company or destroy a thriving one. Here are two stories that prove just how high the stakes really are.
𝗛𝗮𝗹𝗹 𝗼𝗳 𝗙𝗮𝗺𝗲:
Apple Bets on the Guy They Fired. It's 1997, and Apple is circling the drain. They're losing a billion dollars[1], their products are a mess, and nobody knows what the company even stands for anymore. So what do they do? They bring back Steve Jobs, the visionary they'd kicked out years earlier[3].
It was a gutsy move that paid off spectacularly. Jobs walked in, cut the dead weight, and refocused Apple on what it did best: making insanely great products[1][2]. He killed off mediocre product lines, launched the "Think Different" campaign, and gave Apple back its soul[2].
The turnaround was swift and stunning. Within a year, Apple swung from a $1 billion loss to a $309 million profit[2]. Then came the hits: the iMac, the iPod, the iPhone, the iPad. Jobs didn't just save Apple. He turned it into one of the most valuable companies on the planet[1].
The Situation:
Jobs prioritized innovation and simplicity, axed underperforming products, and reset the company's mission[1][2].
Apple went from a $1 billion loss to a $309 million profit within a year[2].
The "Think Different" campaign symbolized Apple's renewed culture and global identity[2][3].
The lesson? Sometimes the best hire is the one you already know, especially if they have unfinished business and something to prove.
Hall of Shame: J.C. Penney's Retail Disaster
Now for the cautionary tale. In 2011, J.C. Penney was desperate for reinvention. They hired Ron Johnson, the genius behind Apple's wildly successful retail stores[4]. On paper, it looked brilliant.
In reality, it was a catastrophe.
Johnson tried to transform J.C. Penney into an upscale shopping destination. He ditched the coupons and sales that customers loved. He redesigned stores with boutique concepts that felt completely alien to the company's loyal, bargain-hunting base[4].
Customers fled. Revenue tanked. The company posted nearly $1 billion in losses, and the stock price nosedived[4]. Johnson was out in less than two years, leaving behind a smoking crater where a retail institution used to stand.
The Situation:
Johnson's strategies clashed with J.C. Penney's target demographic[4].
Revenues plunged and loyal customers left, compounding the financial crisis[4].
The episode emphasizes that success in one context may not translate to another and that company culture and customer alignment are critical[4].
What went wrong? Johnson brought Apple strategies to a completely different audience. He ignored who J.C. Penney's customers actually were and what they wanted. Brilliance in one context doesn't guarantee success in another, especially when you're tone-deaf to your market.
The Power Move
Hiring a leader isn't just about finding someone impressive. It's about finding the right person for your company, your culture, and your customers. The perfect hire somewhere else might be a disaster for you.
Steve Jobs worked because Apple needed exactly what he brought: vision, focus, and a willingness to burn it all down to build something better. Ron Johnson failed because he tried to make J.C. Penney into something it wasn't, and customers rejected the transformation.
One strategic hire can save a company. One misguided hire can destroy it. The difference often comes down to alignment, timing, and understanding what you really need versus what looks good on a resume.
Choose carefully. The future of your organization might depend on it.
What do you think separates a transformative hire from a disastrous one? Have you seen companies make brilliant or terrible leadership decisions? Share your thoughts below.
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