There are many things that make an app (or anything for that matter), tick. And while the founders may get all the glory, and end-users may have all the fun, having quality talent from top-to-bottom (including the developers who work tirelessly in deep, dark cubicles), capable of tying everything together, is the key to success.
Now sure, we could get into a debate over which role is more important, or whether hardware or software is the real engine that makes things run. But regardless of whether you are at the top or bottom, in the corner office or tiny cubicle, the fact still remains that without cohesive, forward thinking, detail oriented talent, success is hard to come by (at least in the long term). Furthermore, trying to find such talent is a tough task, even for the big guys.
Apple, who is still firing, and acquiring whole batches of talent in the face of their Maps troubles (ranging from Eddy Cue, all the way down to development staff), is a perfect example of the struggles of talent acquisition, and what the price of failing to find good talent can be (see Apple’s rumored acquisition of Waze).
But why is it so difficult to find talent when the issues (such as the melting streets and faulty location data in Apple Maps) are generally very cut and dry? Because the talent hunt is very experiential. Sure, it is easy to see when talent isn’t working: a product is buggy, clunky and the like. But finding that perfect mixture is not only key, it can take time and practice (which is all the more reason why you should try to keep them at all cost when you have it right :)).
So here’s to you (talented) talent, may you always keep us on the cutting edge (and an evener bigger pat on the back to mapping talent, who help us find where the cutting edge is :)).