Welcome to Work Better. I’m your host, and today we’re talking about why the best leaders hire people smarter than they are.

Early in her career, Fast Company contributor Anna Burgess Yang trained a new loan underwriter who spotted details Yang had missed. At first, Yang felt threatened—but then she saw her new colleague’s talent as an asset. “She had a knack for noticing little abnormalities and was confident enough to point them out,” Yang writes.

Great leaders don’t compete with their teams—they build complementary teams. Yang quotes AI startup Lovable’s motto: “no room for ego,” and employees “amplify each other.” When you hire someone “smarter” in a particular area—whether technical skill, creativity, or subject expertise—you free yourself to shine in other ways.

During interviews, uncover potential by asking questions that reveal problem-solving skills or boundless curiosity. Once you hire top talent, set clear goals, provide resources, and then step back. Give credit publicly, advocate for their growth, and remember: when talented people move on, they open doors for others.

Thanks for listening to Work Better.
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