In early-stage startups, it's important to run structured interviews even if you can't standardize the process due to the small number of candidates.

In later-stage startups, I prioritize authenticity in candidates during interviews, as it’s important to work with genuine people.

Many employers actively seek candidates with startup experience, as it demonstrates self-starting abilities and initiative.

Avoiding bias from credentials during interviews can help identify skilled programmers who may lack traditional qualifications, which is advantageous for startups.

For early hires, working closely with candidates before hiring helps ensure they are a good fit for the team.

When hiring for your startup, look for candidates who demonstrate flexibility in their ideas and are willing to consider different paths, treating the startup as a problem-solving mission rather than just a job.

In a startup, it's important to prioritize cultural fit and enthusiasm for the product over just technical expertise when hiring.

Experience matters for some roles, but for early hires in a startup, aptitude and belief in the mission are often more important than experience.

Be prepared to discuss your company culture in detail, as candidates increasingly want to know what it's like to work at your startup.