Thing is that you are never going to be able to hire good managers 100% of the times if you are scaling. So entire focus of scalable process should be on how to minimize, defend against and eliminate bad apples as fast as possible. The primary mistake that many companies make is to have manager implicitly trusted without validations and give them almost dictatorial powers. The good process would add checks and balances even at CVP levels, for example,

- hiring by committee as opposed to whims of a given manager

- introducing bar raisers in hiring loop

- promotions requests reviewed by independent committee

- demand for metrics driven automated dashboards

- enforcing skip level 1:1s

- anonymous surveys and complaint box

- enforcing culture of proper credit attributions instead of "we did X"