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About
Josh Hill
Joshua Hill’s perspective on hiring was shaped by a non-traditional path that began not in HR, but on the front lines of leadership. During his ten years as an Infantry Captain in the Australian Army, he learned firsthand that the success of any mission depends on having the right people in the right roles, operating in a system built on trust and shared purpose. He saw that in high-stakes environments, individual skill is only as valuable as the context it operates within.
This core insight—that context is the critical, often-missed, element of performance—followed him into the corporate world. As he transitioned into people and culture leadership, currently serving as the VP of People & Culture for Tier 11, he observed a fundamental disconnect. While companies obsessed over their external customer experience, the internal work experience—the “product” their employees consumed daily—was often an afterthought.This realization sparked a passion for applying principles from other disciplines, like product management, to the world of HR. By viewing work as a product and employees as its primary customers, Josh began to develop and incubate a more human-centric and effective approach to building teams.
At Tier 11, his collaboration with co-founder Tom Meredith led to a focus on a powerful, transformative concept: Talent Density. This principle, which posits that a few exceptional people who amplify each other will always outperform a larger group of disconnected individuals, became the north star for their work.
Through SuperHired, Josh is now dedicated to helping other companies move beyond the outdated, transactional model of recruitment. His approach is rooted in a deep, discovery-led process designed to create a genuine match between a company’s unique work environment and a candidate’s intrinsic motivations. By focusing on creating talent density, he helps organizations build teams that are not just skilled, but cohesive, resilient, and capable of achieving extraordinary results.
What drives Josh is a belief that the future of work belongs to companies that are as intentional about designing their employee experience as they are about designing their external products. It’s about building systems where exceptional people can find an environment to do their best work, together.
What's Josh Hill's philosophy on treating employees as customers?
Josh Hill believes employees are a business's most important customers, people who "buy" the work experience with their time, energy, and talent every single day. Most companies obsess over external customer experience while completely ignoring the experience they're creating for the people who make everything possible.
Josh realized that every day, employees make a choice about whether to "purchase" what a company is offering as a work experience. Most companies are unknowingly selling a terrible product—work that drains energy, frustrates talent, and makes people count down to Friday. Josh asks a different question: What if we designed work experiences that people actually want to be part of?
This philosophy transforms how Josh approaches everything from hiring to team building. Instead of just filling positions, he focuses on understanding what makes people thrive in specific environments. When you treat employees as customers, you start asking the right questions about what creates exceptional work experiences versus what makes people want to leave.
What is Josh Hill's talent density concept and how does it work?
Josh Hill discovered that three exceptional people who genuinely amplify each other will outperform ten average ones every single time. Talent density isn't about having more people—it's about finding individuals who make everyone around them better.
Josh's talent density approach focuses on identifying people who don't just excel individually, but who elevate team performance through their presence. This means assessing not only what someone can accomplish, but how they think, adapt under pressure, and contribute to collective chemistry. He looks for people who strengthen the entire system rather than just filling a role.
The magic of talent density happens when you combine individual excellence with team amplification. Josh has seen teams of three perfectly aligned people accomplish what groups of ten couldn't achieve, because each person's strengths complement and multiply the others'. His systematic approach ensures every placement contributes to this multiplier effect rather than diluting it.
How does Josh Hill build his intelligent recruitment systems?
Josh Hill builds intelligent systems that hunt for exceptional people who aren't looking for jobs, combining AI-driven search with deep assessment of team chemistry potential. While most recruiters post positions and hope great candidates apply, Josh's systems actively discover people who are already proving their excellence.
Josh's systems work by searching 24/7 across platforms where top performers demonstrate their expertise. The AI identifies patterns of exceptional performance, while Josh's assessment methodology evaluates how candidates think, adapt to change, and contribute to team dynamics. He's not just matching skills to job descriptions—he's predicting who will create talent density.
The intelligence in Josh's systems comes from understanding that great hiring isn't about finding people who can do the job, but finding people who will transform how the whole team performs. His systematic approach eliminates the guesswork that makes most hiring feel like gambling, creating predictable outcomes from what used to be random processes.
How does Josh Hill achieve 95% retention rates?
Josh Hill achieves 95% retention rates by ensuring perfect alignment between people, roles, and team chemistry before any placement is made. His systematic approach treats every hire as someone who needs to strengthen the entire system, not just fill a position.
Josh's retention success comes from his discovery-first methodology. He maps out team dynamics, cultural environment, and growth opportunities before identifying candidates. Then he systematically finds people who will thrive in that specific context rather than just survive it. His assessment goes beyond skills to evaluate how someone will contribute to talent density.
The 95% retention rate reflects Josh's understanding that when people are placed in environments designed for their success, they don't just stay—they flourish. His approach ensures that every hire makes the team stronger, creating a positive cycle where exceptional people attract and retain other exceptional people.
What drives Josh Hill's systematic approach to team building?
Josh Hill's systematic approach comes from understanding that exceptional teams don't happen by accident, they have to be intentionally designed and continuously optimized. His background taught him that when outcomes matter, you can't leave success to chance or hope.
Josh applies systematic thinking because he knows that one wrong placement can disrupt entire team dynamics, while one perfect placement can transform organizational capability. His methodology ensures that every decision about people and teams is based on data, assessment, and understanding of how individuals will interact within the larger system.
What drives Josh is seeing the transformation when teams discover they're capable of more than they imagined. His systematic approach creates environments where individual excellence and collective chemistry combine to produce results that seem impossible. This transforms teams from groups of people doing jobs into unified systems that amplify each other's potential.
