Emil Michael (ex CBO at Uber)

To promote the diffusion of best-practices, Uber has very frequent summits that brought all distributed employees together

When it comes to hiring, the leaders of the start-up should interview every key hire as long as possible. This promotes cultural consistency

A product without a monetization plan is a feature, not a company

When Emil joined Uber, his role was scoped as "the external face to Uber"

The ambition to be global from day one was very rare before Uber. This ambition requires a blitz-scaling mentality

Hire for a plan, not for a problem.

Founders should spend at least 1/3 of their time hiring

The keys to closing a key executive hire are 1) showing effort and commitment 2) understanding non-professional dynamics, like family and personal determinants 3) when they are ready to sign be relentless about decision timing

In today's environment, it would be very difficult to institute a "hustle" environment