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

Decisiveness is Just as Important as Deliberation

Cedric Chin commoncog.com

Mo Shafieeha

AAlara

don’t forget the dynamic range of humans

High EQ + Persuasion. People who have a clear-headed view of a situation, and the soft skills/influence chops to bend the environment to their will, are especially valuable. It’s an underrated skill.
1. What to look for:

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

Brandy Cerne

7 Mental Shifts For Hiring Now

Gigi Levy-Weiss nfx.com

sari

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

Finding Undiscovered Talent

joincolossus.com

Jay Matthews

Conflict Avoidance is Dishonesty

Sarah Guo linkedin.com

Mo Shafieeha

Frameworks for Hiring

Erik Torenberg eriktorenberg.substack.com

sari