It's the Pareto principle of course, as well as the normal distribution. Many firms have been able to succeed in the market just by hiring only good engineers over average ones.
yeah but these days it is even more important to filter out bads
and even at "good" companies you have people who can game the system to get in, and then they struggle to get anything done on time or be responsible for taking on and completing any initiatives bigger than a single task on a bigger scope.
Indeed. You really need to find people who don't want to play politics and instead get stuff done. I'm still not sure how to hire for these sorts of people in the age of AI, where people even cheat in interviews. Maybe probation programs? Have multiple people work for a month or two and cut those who don't succeed.
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