Hiring Advice

The biggest difference in how I’m hiring the second time around: Indexing heavily on people who really, really want to work at a high growth startup If a candidate is deciding between us and a comfortable job at a big tech company, it’s already not a fit

Ankur Nagpal twitter.com

sari

Thread by @patio11: "Some people really benefit from hearing advice that everyone knows, for the same reason we keep schools open despite every subject in them h […]"

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Jordan Bester

Managing people

Andreas Klinger klinger.io

sari

Hazards of Hiring

Eric Sink ericsink.com

Johanna

Determine if they have a chip on their shoulder . Do they have something to prove? Where’s the hole they’re looking to fill? Ideally, you’d get someone with obvious talent/drive that is misunderstood by the world. Those types of people will run through walls to reconcile their internal view of themselves with external perception.

What you’re

Tara Seshan • How to Hire Low Experience, High Potential People

Brandy Cerne

Google is standardizing interview questions (finally?) so I am forced to retire my bootleg interview questions. In honor of the great service they've done over 200+ PM interviews, I'm going to do a thread that I expect no one to read but I have no other way to memorialize them.

Chris Perry twitter.com

ssari

great interview questions for PMs!

A Strategist’s Go-To-Market Strategy Guide — rational vc

Iman Olya rationalvc.com

Emilie Kormienko

Hire people who give a shit.

Alexandr Wang alexw.substack.com

sari

Talent as leverage

Dwarkesh Patel dwarkeshpatel.com

Johanna