Investing in people who might take a long time to hire is crucial when you're early in a company's history.

Hiring in the early stages of a startup is often unscalable and requires significant effort to sift through potential candidates.

Hiring too quickly can be tempting, but every hire should be seen as an investment, and you need to ensure that you're getting a return on that investment.

In the early stages of hiring, be cautious about adding people when you don't have product-market fit, as each new hire can add momentum in the wrong direction; once you find product-market fit, you should hire rapidly to build energy behind your direction.

Hiring for raw intelligence and ambition is more important than hiring for expertise, especially in early-stage companies.

Founders sometimes hire for future problems they anticipate, but it's crucial to focus on immediate challenges instead of speculative hires.

Founders often make the mistake of being afraid to hire senior people early on; instead, they should focus on hiring individuals who can get things done and work hard.

The hiring process should focus on a candidate's ability to contribute to the business strategy, not just technical skills.

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