He believes the traditional Hollywood hiring process is superior because it ensures that candidates have been vetted by industry professionals.

“when you get when you get like when a network president or a studio president okays you with all the executives the the producers and everyone you jumped 50 [ __ ] Hoops yeah I mean hurdles yeah and you go okay I've been vetted by the you know the the best of the best power the key holders the key h”

He believes the hiring process on YouTube is democratic because it allows fans to vote for the content they want to see, whereas traditional Hollywood is controlled by a few key gatekeepers.

“it was cool the way one of the execs kind of worded it he was saying that YouTube is a democratic Space versus in traditional Hollywood it's more of uh like dictor so there's a couple of people that hold the keys to pretty much all the opportunities”

Graham Stephen believes that candidates for his assistant role should be prepared to perform unglamorous tasks as part of the job to help alleviate his workload.

“the purpose of the assistant would be to alleviate and like give more time back to graham and i so we kind of like went in for an example like what if they needed to do laundry sometime”

Jack Selby believes that hiring decisions should be based on interviewing all prospective candidates rather than making a quick decision based on initial submissions.

“we shouldn't pick one of them until we meet both of them”

CEOs should prioritize hiring candidates with unique strengths even if they have noticeable weaknesses, rather than consensus picks who appear perfect on paper.

“Almost every time we hired the three out of four, like the person with the least amount of weaknesses and we changed it and we we went with the spikier people. We went with people with weaknesses. We went with people with challenge stuff. And that has worked out quite well.”