Recruitment is broken

Here’s a quick outline of some of the things I’ve encountered: 1. Hiring T-shaped people versus specialists2. Try to get doers3. More candidate flow solves a lot of problems4. Interview for the actual work you’ll be doing, not skillset trivia5. Raw intelligence is just one factor – don’t overestimate it.

Across industries, there were three dominant templates: professional, star, and commitment. The professional blueprint emphasized hiring candidates with specific skills: Founders looked for engineers who could code in JavaScript or C++, or scientists who had deep knowledge about synthesizing proteins. In the star blueprint, the focus shifted from c

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By identifying and removing hiring friction, harnessing SaaS tools, fostering authentic networks, and training a uniquely skilled workforce, builders of deep job platforms are fundamentally reinventing not just how we hire, but the opportunity available to millions of people in the US and around the world.

It is a battle to find amazing talent. You cannot afford to ignore any part of the population when you’re trying to grow your team—there are pools of outstanding young and old and female and male and trans and nonbinary and Black and Latino and Asian and Southeast Asian and Middle Eastern and European and Indigenous people in the world who can have

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