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If you don't have competent enough first-line managers to decide who they can effectively work with, your whole org will become a micromanagement hell. Which breaks down if you try to do it remotely.

Of course the implementation of hire/fire does not mean that the first line manager does the interview alone, without any help, supervision, oversight and support from middle management and HR. But if you have no say in who you manage, who you work with, it'll be very hard to get work done.

And in my experience this usually already happens informally anyway.




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