The most brutal of all the meta questions is: “How do you think this interview is going?”

In essence, skinless scouting games boost variety at the expense of precision. You can engage a broader set of actors working on other things to send you their deal flow in exchange for value. This is a good idea if your filtering costs are low. Conversely, if deal costs are high, you might want to consider some element of risk. Either financial ri

So very often, if you are looking for a start-up that will hit it big, do something counterintuitive by seeking out people aiming, at least at first, to please smaller and weirder audiences.

It can be very instructive to ask, “What questions do you have for me?” or “What questions do you have about us?” or similar variants on this theme. The goal is to get the candidate to voice information about what he or she really cares about, and it also tests how well the candidate knows the job or project under consideration. On top of all that,

When this person disagrees with you, do you think it will be as likely you are wrong as they are wrong?

Is this person so good that you would happily work for them?

see stamina as one of the great underrated concepts for talent search, especially when you are looking for top performers and leaders and major achievers.

Elon Musk personally interviewed the first three thousand employees at SpaceX because he wanted to make sure the company was hiring the right people.

So very often, if you are looking for a start-up that will hit it big, do something counterintuitive by seeking out people aiming, at least at first, to please smaller and weirder audiences.