Under-hiring or over-hiring: which is better?

What the talk is about

Yevhenii Ovchynnykov compares under-hiring and over-hiring and focuses on the goals of hiring rather than tactics. Under-hiring means you are sure each person fits, the structure stays flat with few managers, pay is higher, turnover is lower, and investing in people's growth is cheap. The risks are losing a key person, missed deadlines and reputational damage. Over-hiring lets you staff projects to fit and part ways painlessly, but it inflates the management layer, and weaker employees can demotivate strong ones. The speaker shares his company's experience: it works in outsourcing but looks for clients with product ambitions, hires mostly through referrals and monitors overtime. Useful for studio leads and HR.