Everything I Wish I Knew About Hiring

We borrowed our hiring process from Google. Every single person that comes through the door goes through a standardized interview with at least eight people who interview them, often in pairs. There are standardized scorecards, standardized questions, all managed by an applicant-tracking system. The hiring manager has to defend each candidate like

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Conventional hiring processes are designed to recruit the most skilled people to fill a specific role at the right price. The experience can feel dehumanizing — it’s laden with unwritten rules, negotiation, posturing, and indirect communication (if you’re lucky) through recruiters.

The process, at its core, is a transaction of resources. It’s not fi... See more

Many concepts that sound good on paper are infeasible to implement, or simply don’t produce the expected results. It’s frustrating when that happens, of course, but the pace of experimentation and learning at a startup is unparalleled. I think this is an especially important form of rigor for theorycels like me. Building product forces a different ... See more

YOUR STARTUP IS NOT YOUR HORCRUX A list of 40+ guidelines I've learned about being a founder, while serving as an (imperfect) 2-time founder & CEO, early-employee-COO, advisor, and investor. CURATE YOUR TRIBE “Founder-friendly” often means “we’ll do whatever it takes to win a deal, including offering excessively generous terms to the company and f... See more