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

How to Scale: Lessons from Stripe CEO | Khosla

khoslaventures.com

Brie Wolfson

Quick tips for hiring remotely | Andreas Klinger

Andreas Klinger klinger.io

Johanna

The Three-Hour Brand Sprint

Medium library.gv.com

Jordan Bester

Building Trust and Assessing Integrity as You Interview | Andreessen Horowitz

Jeff Stump future.com

Steph Alinsug

How Gusto Built Scalable Hiring Practices Rooted in Tradition

First Round Capital review.firstround.com

Johanna

Openness. You are not hiring a finished product, and therefore want to ensure the person is open to improvement and new ideas.

What to look for:
1. Coachability: This trait has two aspects: responding well to feedback, and being self-aware enough to assess their own performance.
2. Disagree and commit: Can they get out of their own ego and move

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

Brandy Cerne

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Elon Musk on remote work May 31, 2022 https://t.co/gTw1Bdh18h

Elon Musk

twitter.com

Jordan Bester

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